Introduction  

In a rapidly evolving world, organizations are rethinking how they connect and support their people. As global dynamics shift, the focus is on fostering workforce resilience and sustainability. Spuerkeess, Luxembourg’s oldest financial institution, leads this transformation by enhancing employee well-being and ensuring long-term success through human sustainability. We had the opportunity to speak with Sandra Schengen, Head of Human Resources and People Management at Spuerkeess, about their innovative approach and insights on building a resilient organization for the future.

Emphasizing employability and professional development

Sandra highlights that employability is a widespread concern, not just for Spuerkeess. While organizations must ensure good employability, achieving lifelong employability requires contributions from political institutions and various supporting entities. This collaborative effort also extends to professional reconversion, making career guidance a shared responsibility.

Keeping skills updated is crucial for employability.

Sandra discusses the importance of acquiring both hard and soft skills, especially “skills of the future,” which she argues are already relevant today. It’s about continuously adapting current skills to meet evolving needs. Instead of trying to predict specific future roles, she emphasizes adaptability. Investing in employees' professional development inherently enhances employability.

Internal mobility is crucial at Spuerkeess, where vacancies are first filled internally before seeking external candidates. In 2024, an internal job fair was organized for the first time to raise awareness of various roles and facilitate colleague networking. This personal connection encourages internal movement, clarifies job roles, and helps employees understand assess their skills.

The event’s success led to plans for holding more frequent job fairs and organizing open days in different departments. Spuerkeess also plans to feature testimonials and interviews with employees who have experienced internal mobility, sharing their reasons and experiences to ease concerns about change.

Fostering inclusion and well-being for a thriving workplace

Spuerkeess has implemented various initiatives to promote diversity, equity, and inclusion as well as employee well-being. By signing the Luxembourg Inspiring More Sustainability (IMS) "Diversity Charter," "Women in Finance" Charter, and "Business and Human Rights" pact, Spuerkeess commits to tracking key performance indicators and structuring DEI efforts within departments. Despite numerous initiatives, participation has been limited.

To address this, Spuerkeess is creating a toolbox containing for HR Business Partners that includes all DEI initiatives from different various charter. This toolbox will ensure clear communication and a structured approach to these initiatives.

Monthly updates on the portal will show which departments have implemented specific initiatives, promoting accountability and participation.

Sandra emphasizes trusting employees to choose suitable initiatives. The HR team will continue with general initiatives such as “Actions positives,” and preparing for pay transparency. For well-being, Spuerkeess offers gym facilities with trainers and group classes, health check-ups with "Zitha Gesondheetszentrum," biennial psychometric questionnaires to assess energy levels and identify stressors.

HR Business Partners will be certified in health management, and managers will be trained to recognize early signs of burnout. Spuerkeess has a network of health professionals for support. Managers must recognize the importance of kindness and empathy, and how small acts can have significantly impact. In early 2025, Spuerkeess will host its first health and well-being week with workshops, conferences, and stress reduction sessions to improve employee well-being.

Strengthening the sense of mission and meaning in employee’s work

Sandra explains that Spuerkeess’ HR strategies align with the bank's overall strategy to maintain and strengthen its position. Clarity in tasks is crucial for employees to help them understand their mission and the importance of their work. The Job Design exercise, mapping out all the jobs, provides this clarity and it’s vital for staff retention. Challenging and interesting roles that enable personal growth are essential.

Managers and HR collaborate to maintain employee engagement. Employees need to feel appreciated by their managers, which is crucial though occasionally overlooked. Active employee involvement and regular manager interactions foster engagement. Spuerkeess defines its organizational values aligned with its social mission.

To support employee growth, Spuerkeess offers mentoring programs like "Rising Leaders," and "Experienced Leaders." Sandra emphasizes the importance of a supportive environment where employees feel valued. Historically, people have chosen Spuerkeess for its stability and Luxembourgish identity but remains competitive and innovative, offering stability and a good work-life balance.

Sandra believes that many people with Spuerkeess's social mission and caring environment. This focus on values and employee well-being makes Spuerkeess an attractive and supportive workplace.

Conclusion

Spuerkeess’s strategic focus on human sustainability and resilience is transforming the organization. By prioritizing employability, promoting inclusive initiatives, and enhancing health and well-being ambitions, Spuerkeess is building a supportive and forward-thinking workplace. The insights shared by Sandra highlight the importance of a collective approach to workforce development and the lasting impact of a resilient organizational culture. Through continuous innovation and a commitment to employee well-being, Spuerkeess sets an example for other organizations striving for sustainability and long-term success.