We perform

Our performance management supports our aim for a high-performance culture in which our individual and team goals, as well as behaviours, are aligned to our firm’s purpose and business strategy. Our approach focuses on frequent feedback conversations to foster individual growth, real-time improvement and faster, smarter adaptation to business needs.

Our compensation framework is designed to attract, engage and retain the talented professionals we need to succeed globally, and to create a tangible link between performance and pay. We continue to embrace a culture where we pay for performance focused on results, outcome and behaviours – not on effort. We aim to provide compensation that is competitive within local labour markets to ensure that our employees focus on delivering outstanding results while supporting appropriate and controlled risk-taking.

We are not only fostering a social dialogue with our employees by surveys, we also transparently communicate and share working conditions. A country specific working conditions summary is shared with the candidates ahead of the onboarding. An internally assigned "buddy" and our LearningOne pathway called "Starting@Swiss Re - Your Digital Onboarding", ensure that both new joiners and existing employees have a thorough understanding of our benefit frameworks.

At Swiss Re, we understand that sustainable performance is only achievable if we take care of our people and create an environment where employees can grow and perform at their best. Our people-centric continuous performance management approach has been designed to help our employees identify what may be holding them back, what inspires them and what helps them move forward.

In essence, our performance management approach is all about enabling employee performance via regular feedback as opposed to year-end only, with a clear focus on development and outcome. Through ongoing check-ins and regular adaptation of goals and priorities, our employees are empowered to take decisions, adapt more quickly to business needs, and drive financial performance.

Performance is assessed taking into consideration both "the what" (key contributions and deliverables achieved) and "the how" (behaviours demonstrated). The "how" dimension is key to ensuring our leadership imperatives, described on our Lead page, are embedded and lived.