Cigna has ambitious goals for the future and has a stated goal of doubling its revenue over the next 7-8 years. As a global company operating in more than 30 countries and regions and with more than 43000 colleagues, this will require a workplace characterized by energy, personal growth and connections to global peers and partners.

To achieve this, employees must be provided with autonomy and empowerment, meaningful work, strong team-based environments with opportunities to collaborate & innovate, and strength-based coaching. We are have been implementing social, pervasive and collaborative learning that reflects how content is created and how knowledge is consumed these days. These cover areas like financial acumen, peer / SME connectivity and innovation outside the sectors we operate in.

One of the key focus areas has been the employee insights capability that has taken the place of the traditional employee engagement surveys. These provide not only data points but analysis and trending information to every manager around the world and encourages intrinsic motivation and faster actions. By connecting these learning solutions and insights data with other HR feeds, Cigna is looking at more predictive analysis that guides behaviors and decisions.

Some examples presented during this case study will include:

• Connect for growth – movement towards conversation and coaching, away from typical performance ratings and focused on development, stretch assignments, career interests and opportunities to collaborate
• Approach towards Business Acumen – understanding the company, the healthcare landscape, organizational network analysis and financial savvy
• More useful employee insight surveys – targeted reach-outs on strategic and tactical needs that truly drive business results and is a predictive indicator of future trends