94 Eastern Europe (EE) At Priorbank Belarus, all employees were obliged to participate in online training courses on the topics of anti-corruption, fraud, money laundering, code of conduct and security. New employees of AO Raiffeisenbank in Russia must prove their knowledge of compliance and the avoidance of money laundering in a test. Existing employees must complete such a test once a year or following a change to the corresponding Russian laws. Anti-corruption training courses were held for all employees as well as the eLearning course “Instructions for Avoiding Fraud”. Special training courses on “Dealing with emotions following the implementation of unpopular management decisions” have been held in Ukraine since 2015 due to the economic necessity of staff cuts. The aim of the training courses is to ensure that the management staff are aware of the complexity of the processes and are able to deal effectively with difficult cases. There were 35 participants on this training course in 2016. The program on the topic of stress management, which is offered to all employees, is intended to help them understand how unavoidable stress, and the pressure it causes, affects themselves and others. The program offers training courses with two focal points: the prevention of stress factors and how to reduce stress when stress factors are unavoidable. Employee involvement Employee surveys Employee surveys are an important instrument for involving employees in the company’s development and offer important starting points for making improvements. Done regularly, such surveys promote employee involvement. For this reason, we conduct a comprehensive group-wide survey every two years. Based on this cycle, the survey performed in 2014 was followed by another comprehensive employee survey in 2016. Some sites also conduct their own smaller surveys in the years in between. Efforts are constantly being made to increase participation in the employee surveys as a way of including not only the larger network banks but also the smaller companies in the group. Thus, the overall number of participating companies was increased with the specialized subsidiaries and other Raiffeisen companies such as Raiffeisen Centrobank AG. A total of about 40,000 employees from 26 companies participated in 2016. The last groupwide survey involved 21 companies with approximately 29,000 employees. The return rate for the entire project was on average 84 percent in 2016. That is an increase of three percentage points compared to the last survey. An important positive change was found in the results of the two central factors employee commitment (loyalty to the company and a voluntary willingness to do more) and employee enablement (the presence of an environment that promotes success). In 2014, the average values were 61 percent for employee commitment and 64 percent for employee enablement, while in 2016 the figures were 68 percent and 72 percent respectively. This significant increase of seven and eight percentage points can be traced to the intense processing of the results in the respective companies as well as the systematic implementation of the improvement measures. Compared to the market benchmark “Financial Services in CEE”, the results were three percent higher for employee commitment and four percent for employee enablement. This clearly shows that the specific processing of the ascertained topics in the survey and the implementation of the planned measures were recognized and positively perceived by the employees. At the same time, this also highlights the fact that a survey on its own changes nothing; instead, the change is due to the numerous measures that are subsequently developed, planned and implemented in the respective companies and whose success is regularly surveyed. The processing of the results and the planning of specific implementation measures usually takes place on two levels: the level of the overall company on the one hand and the level of the individual organizational units on the other. In some companies, initiatives are also developed on functional level. A specific example of this is the
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