Employee engagements in financial wellness education

13,000

Because we are committed to developing employees, we maintain robust learning programs to help employees develop as they advance their careers and/or transition into different roles within Voya. We also maintain programs and benefits that support our employees who are retiring or following their career journey on alternative paths.

In-Company Learning

We offer The Learning Center, our company resource for employees’ personal and professional development. Continuing education and courses included in The Learning Center cover a wide variety of subjects and span instructor-led classes, online courses and access to online books.

Leadership development plays an integral role in shaping our company. With a culture of Continuous Improvement at our core, Voya empowers our employees with the tools they need to expand their capacity to perform in leadership roles. Voya leaders facilitate the execution of the organization’s strategy through building alignment, increasing employee engagement and growing the capabilities of others. Voya’s Talent Development team offers a host of intensive and engaging general programs and works across the company to customize programs to meet specific needs of leaders, functions and business units. A selection of our leadership development solutions includes:

  • Five Behaviors of Cohesive Teams
  • Presentations That Work
  • DiSC and MBTI (personality type indicators)
  • Focus Group Facilitation
  • Strategic Planning Session Facilitation
  • Team-Building Activities
  • Negotiation Skills

The 6Ps are specific leadership behaviors that, when put into practice by leaders, create a culture of Continuous Improvement, which in turn leads to increased performance and better employee experiences. The behaviors are a subset of Voya’s Leadership Model. The six principles that make up the 6Ps are purpose, people, process, performance, problem solving and partnering.

Our management development program is specifically designed to support employees during a transition to a managerial role. This program provides managerial candidates with instructor-led courses that focus on topics such as employee engagement, crucial conversations, situational leadership, leading effective meetings, delegating, time management and how to sustain a positive work environment. In addition to learning how to manage employee development and performance, the program is designed in a “just-in-time” format — allowing participants to practice newly acquired skills immediately after training. New managers are automatically enrolled in the program within 60 days of receiving their promotion or joining the organization.

As part of a partnership with LIMRA, a worldwide research, learning and development organization and a trusted source of financial services industry knowledge, we offer an extensive curriculum of impactful and results-driven courses for senior leaders. LIMRA brings in top business leaders and leading professors to facilitate sessions while using the latest assessments and learning tools. Select course topics include:

  • Conflict to Collaboration
  • Creating a Culture of Achievement
  • Leadership Strategies
  • Mentoring for Impact
  • Strategic Talent Management

We also offer employees the ability to participate in the LOMA, an international trade association for the insurance and financial services industry, designation programs.  By completing these designations, employees build business acumen in a self-paced, self-study format. The designations include:

Hours of Training and Education¹
General Training²
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General Training

    2014 2015 2016

Individual Contributor

Total Hours

64, 489

118,293

78,934

 

Average Hours

7

4

6

 

Female

36,366

69,621

43,868

 

Male

28,123

48,672

35,066

 

Mandatory

20,832

40,733

26,989

 

Non-Mandatory

43,657

77,560

51,945

Personnel Managers

Total Hours

15,420

27,187

22,274

 

Average Hours

30

17

21

 

Female

7,059

13,969

10,100

 

Male

8,361

13,218

12,174

 

Mandatory

5,198

10,769

6,060

 

Non-Mandatory

10,222

16,418

16,214

Total General Training

 

79,909

145,480

101,208

1Includes employee training on general topics and topics such as mandatory compliance training, new employee orientation and Continuous Improvement training. Does not include the full scope of management training or technical training necessary for specific roles that are carried out on a business unit, functional or individual level.

2Includes Continuous Improvement training that is available by sub-category breakdown.

Hours of Training and Education¹
Continuous Improvement (CI) Academy Training³
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Continuous Improvement (CI) Academy Training

    2014 2015 2016

Individual Contributor

Total Hours

8,796

15,147

15,514

Personnel Managers

Total Hours

5,911

8,291

7,888

Total CI Training

 

14,707

23,438

23,402

3Includes Continuous Improvement training that is not available by sub-category breakdown.

External Learning Opportunities

Voya’s Office of Corporate Responsibility manages Voya’s employee volunteer sabbatical program. Through a competitive nomination, application and colleague voting process, a selection of Voya employees are chosen annually to participate in a week-long sabbatical project that supports Voya Foundation’s giving priorities. Employees travel to a location of need and volunteer their time to support that community. The sabbatical program offers employees learning opportunities in areas of team building, networking, relationship building, leadership, project management and cultural understanding.

As part of the benefits offered at Voya, employees have the opportunity to pursue learning opportunities through the tuition reimbursement program and personal leave. The tuition reimbursement program provides access to experienced educational and financial advisors to help develop customized education plans, tuition savings at accredited schools and reimbursement for eligible courses. With manager approval, employees may choose to take unpaid leave (up to a maximum period of time) to pursue learning opportunities.

Retirement and Financial Planning

Helping improve the financial wellness of our employees is an important part of our Employee Value Proposition (EVP) promise and can be especially valuable when employees transition into retirement or change jobs. To help meet these and other needs, we offer a complimentary appointment with a financial advisor through Voya Financial Advisors®, a broker-dealer affiliated with the Voya® family of companies.

In relation to health care needs in retirement, Medicare-eligible retirees may choose from several health insurance options that best fit their individual needs. Because insurance can be complicated and choosing a plan can be stressful, Voya works with Mercer Marketplace 365 to offer one-on-one counseling with benefit counselors to help retirees understand their options and enroll.

Health care coverage during early retirement (retirement prior to age 65 or becoming eligible for Medicare) is available through the same health plans that are available to active employees. Voya provides access to retiree health care coverage for employees whose employment ends after they have attained age 55 and have completed five consecutive years of service.

Continuing Career Services

A severance pay plan is provided to employees to ease the financial burden due to unexpected job loss. This plan provides salary continuation payments and other benefits to assist employees with career planning and transition to future employment when they experience a qualified separation.

Outplacement services, depending on job roles, are also provided at no cost to help employees prepare résumés and assist with job search activities.