Employment and employee management at mBank are governed by the “Work Rules”, “Employee Remuneration Rules” and “Rules on Awarding Employee Bonuses”. They are supplemented by procedures regarding employee selection and recruitment, development activities, and employee appraisal. Policies and procedures are adopted by mBank and then by its subsidiaries

The incentive system of mBank is based on the remuneration policy and intangible elements, including career opportunities. The incentive system plays a vital role in developing our corporate culture and builds the competitive advantage of mBank as it helps us to acquire and retain the best employees.

The employee benefits fund is available to those employed for a trial period, for a fixed term, for a fixed term of substitution as well as to trainees and interns. The employee benefits fund encompasses the following:

• It supports current employees and those who have retired, for whom mBank was the last employer. Such support is available to persons in a difficult life situation (e.g. sickness; it applies also to their immediate family).
• In justified cases, we finance periodic medical care (medical pre-paid package) for mBank’s retired employees.
• We grant home repair loans, holiday benefits and finance sports and recreation as well as cultural and educational activities.

All permanent employees are entitled to use the benefits fund. Any benefits under the fund are paid in the amount proportionate to the working time. Additionally, all permanent employees are entitledc to private medical care – employees employed on less than 0.5 FTE basis are offered a package with a limited range of services.

We wish to encourage our employees to develop their professional competences and those not directly related to work. Therefore, we provide our employees with internal and external training sessions and programmes, which develop their skills and competences and extend their expertise. We also support social engagement of our people and help them pursue their passions.

It is important to us that induction of our new employees takes place in a friendly atmosphere. New employees undergo induction training, during which they may familiarise themselves with the bank’s procedures, history and the way of its operation. Before entering the premises of our company, a new employee is provided with essential information about mBank, guidelines on how to prepare for the first day of work and s/he may take a 3D virtual tour of mBank’s head offices in Warsaw and Łódź. Before the first day of work of a new employee, his/her manager is informed about this fact, so that the entire team may get prepared to welcome their new team member. We conduct various training sessions that help optimise work of mBank’s teams and cooperation of their members. We organise off-site training sessions to facilitate communication and build organisational culture.

• At the same time, employees are sent to specialist training, courses and certified exams (e.g. ACCA, CFA, CIA, brokerage exams), postgraduate studies, MBA studies, training for legal advisers.
• Our employees are provided with coaching and mentoring.
• We offer internal development and recruitment consultations.
• We share our knowledge with the use of professional tools.

mBank Group has a planning and employee appraisal system, being the part of MbO (Management by Objectives). Management by Objectives assumes that employee motivation, initiative and activity constitute the most valuable assets of the company, which have a decisive impact on the company’s performance. We are aware that employees are more engaged when they work together. Therefore, managers and employees jointly determine and negotiate the objectives and indicators of desired results as well as jointly assess their achievement. Taking into account the achievement of the abovementioned results, an employee is assessed during a face-to-face conversation with his/her manager taking place every year. The employee receives feedback from the manager about the effects of his/her work and the manner of performing tasks. The manager appreciates the employee’s strengths and identifies areas that require development. The appraisal includes also employees’ behaviours and attitudes, which are defined in the Model of Values and Behaviours of mBank Group.

Our employees are offered mobile and flexible type of work, which is ensured thanks to the following solutions:

• Flexible working hours. mBank’s employees may start their work at a predefined (by them) time, between 7 am and 9 am.
• Lunch break. Employees may take a break from work, not counted as working time, to have lunch or run personal errands.
• Flexible working time systems. We offer our employees the possibility of adjusting their rhythm of work to the number of their tasks and their needs by ensuring them a balanced working time system. Our employees may work longer when they have to deal with a greater number of tasks and leave work earlier the other day (or take a day off).

• Extra days off for child care. Working parents may take two extra days off.
• Telework. Employees may regularly work from home on two selected days of a week.
• Home office. In 2017, we provided our employees with the possibility of working remotely, i.e. with home-office. At the time being, they may work outside the office five days a month.

mBank Clubs. We encourage our staff to pursue their passions and interests, which enables them to strike a balance between their professional and private life. Therefore, almost 20 years ago, mBank launched the activity of mBank Clubs. This initiative has been continuously developed and brings together people interested in skiing, tennis, triathlon, volleyball, cooking, board games, fishing, etc. The clubs’ members are ever more willing to get involved in charity work, e.g. take part in charity runs.

The culture of openness arises from our values, such as engagement, simplifying and client-centricity. It is enhanced by internal programmes addressed to our employees. mBank’s employees share their knowledge with students of the University of Lodz.

Employees are nominated for the programme once a year. Every employee may nominate an outstanding employee in seven individual and team categories, such as: Manager, Debutant, Support Team, Innovation, Product, Transaction And Top Employee. Then all employees may vote for the nominated persons. Candidates are evaluated also by the programme commission, which is composed of the representatives of all mBank’s areas and winners of the previous programme editions.

Successful employees are provided with special development opportunities, tailored for every single edition. Winners of the 2017 programme edition took part in a training-and-incentive trip to India. The trip’s main topic was empathy and the development of skills related to it.

An interesting element of the engagement and satisfaction survey is the possibility for employees of communicating their ideas on how to improve work or providing other anonymous feedback to the organisational units with which they cooperate. We try to encourage employees to share their views, ideas and knowledge. A great example of this principle is the “Knowledge Sharing Programme” (“Dzielenie się wiedzą”).