Each employee receives an annual performance review, and performance conversations take place throughout the year. During quarterly “snapshots,” the employee and manager discuss goals, long-term career development and share two-way feedback. Weekly check-ins are designed to guide employees on a more day-to-day basis and discuss how the employee is working to advance in their performance goals.
Allstate invests in training opportunities for our employees so they can be successful throughout their careers. Allstate’s integrated talent management system contains modules for:
In addition to the modules related to career development, we offer a portal with tools and resources to help employees set career goals. It helps them identify their strengths and opportunities, grow their networks, develop their résumés, and initiate career-related conversations with managers and peers across the company.
We also offer enterprise-wide access to Pluralsight technical skills training, via an online course library and online books. This training opportunity covers topics such as Agile, Scrum, Java, VMware, Mobile Web and ITIL practices.
In the fall of 2018, Allstate held the first Skill Builders series for leadership and Global Learning Day for employees. These sessions support Allstate Enterprise Learning’s mission to partner with the AORs and Allstate Business Learning teams to create consistent, scalable learning programs and platforms that empower employees to learn anywhere, anytime. The sessions covered three critical skills for our employees’ futures, improving employability inside and outside of Allstate.
More than 1,000 leaders attended Skill Builders, and more than 5,000 participated in Global Learning Day.
We received positive feedback from participants. 68% of leaders planned to use more than half of their learning from the Skill Builders sessions on the job. 76% of Global Learning Day participants told us they gained new knowledge or skills that would help them be more successful. Based on feedback, in 2019 we will expand to host a Global Learning Week and quarterly Skill Builders sessions for leaders.
In addition to our integrated talent management system, we are working with our Strategic Workforce Planning team to provide employability and upskilling resources for employees based upon the future needs of our business and the marketplace.
|# of completed courses||272,581||326,439||279,843||367,837|
|# of unique learners||39,327||40,956||41,934||44,268|
|# of hours of learning||622,031||436,993||348,370||465,749|
Allstate offers tuition reimbursement to employees for a college degree, an advanced degree or an additional degree. All employees are eligible for the program, whether the degree enhances their knowledge, is job-specific or works toward a change in career. We offer up to $5,250 per employee per year.
|# of participating employees||957||1,181||1,064||937|
|$ tuition reimbursement paid||$3.3M||$3.5M||$3.7M||$3.6M|
With 45,140 full-time and 560 part-time global employees at Allstate, there is no better place to begin the hiring process than with our own people. Our Enterprise Talent Market philosophy and Talent Share programs support employees’ internal advancement. When a position opens in any department across the company, Allstate employees can apply for the position.
|% internal placement rate||43%||33%||43%||43%|
While companywide training is important to creating a unified culture and promoting general expertise, we also promote department-specific expertise. Here are a few examples:
In addition to formal training, Allstate provides employees with a variety of in-house learning and development – live and streaming – throughout the year.
The Effective Conversations course is open to all employees. It takes participants through a three-step model for performance, career development and engagement conversations, enabling employees to have more effective conversations with peers, direct reports and managers.
|Inspire survey results: “At Allstate, I have the resources that I need to develop my professional skills and actively manage my career”||78%||79%||80%||80%|
|Inspire survey results: “I am empowered to pursue development opportunities”||N/A||N/A||79%||81%|
Employees we identify as being part of top talent within the company are offered additional support to ensure successful transitions as their responsibilities increase, often as they are newly promoted into management roles. Top talent programs include Power of MInD, external mentoring programs, Impact Leading Others and Impact Leading Leaders.
With the rebranding in 2019, we added:
External Mentoring Programs