Recognized as one of Alberta's Top Employers (2017)
By Richard Yerema and Kristina Leung, Mediacorp Canada Inc. staff editors (Mar 21, 2017)
Here are some of the reasons why Rogers Insurance Ltd. was selected as one of Alberta's Top Employers (2017):
- Along with 3 weeks of starting vacation allowance, Rogers Insurance offers up to 9 paid personal days, which can be scheduled at employees' discretion
- Rogers Insurance supports employees who are new mothers or fathers (including adoptive parents) with maternity and parental leave top-up payments, to 90% of salary for up to 6 weeks
- In addition to helping employees save for the future, Rogers Insurance provides retirement planning assistance and phased-in work options for those nearing retirement
Recognized as one of Canada's Top Small & Medium Employers (2016)
By Richard Yerema and Kristina Leung, Mediacorp Canada Inc. staff editors (Mar 28, 2016)
Here are some of the reasons why Rogers Insurance Ltd. was selected as one of Canada's Top Small & Medium Employers (2016):
- Rogers Insurance invests in ongoing employee development with tuition subsidies for courses taken at outside institutions, financial bonuses for some course completion, and subsidies for professional accreditation
- Rogers Insurance encourages employees to prepare for the future with retirement planning assistance and contributions to a matching RSP plan -- and offers phased-in work options to help retiring employees transition to life after work
- Rogers Insurance provides maternity and parental leave top-up payments for its new moms and dads (including adoptive parents) -- and helps employee balance their work and personal lives with alternative work arrangements
Rogers Insurance finds the 'cool' factor
When people talk about insurance, they seldom use the word "cool". But for Jesse Pollard, Communications Specialist for Rogers Insurance Ltd. in Calgary, that word comes to mind more than once when he talks about the company.
An employee at Rogers for almost three years, Pollard works closely with sales and marketing teams on corporate identity and branding and assisted in implementing new products and services. He helped in establishing EasyCover, one of the only online products of its kind in Canada that offers professional liability insurance.
More recently, he worked with Sharp Insurance, co-owned by Rogers, on the company's mobile and digital platforms for home and auto insurance. "We now provide an insurance app that provides accident recreation, real-time pink-card information and other cool features for clients," says Pollard.
Rogers provides products and services in all areas of insurance and is now one of the largest independent insurance brokerages in Canada, with more than 330 employees.
"We're big enough to offer our staff great perks, but small enough to have a family feel," says Lindsay Mather, Vice President of Human Resources. "We all know each other's names."
In addition to providing competitive pay and benefits, wellness programs and social events throughout the year, Rogers encourages employees to become co-owners of the company after two years of service. Not only do motivated employee-owners feel loyal to Rogers, they also suggest ways that the company can stay on the leading edge of the industry.
Pollard, for example, was in his final year of a B.F.A. New Media degree at the University of Lethbridge, when a family friend suggested that he look into Rogers Insurance for a three-month internship as part of his undergraduate requirement. Until then, the company had never hired an intern, but it had already embraced the digital world with online products and services for its clients. "The company created a role for me in the communications department," Pollard says. "Three months later, they hired me full time."
Considering that Rogers began in 1977, when telephones were still attached by wires to a wall outlet and computers weighed almost as much as the people who used them, the company's emphasis on technology and inspiring its employees seems to work.
"It's in our soul," says Mather. "Just because we're a top employer doesn't mean we're off the hook. We're always looking for ways to hold ourselves accountable, to push ourselves to do better. It's embedded in our culture."
Every year, Mather says, Rogers looks for new ideas and new programs that will capture the company's family spirit. Last year, a program that offered bonuses to staff members in return for money-saving ideas generated a wealth of suggestions, from re-orienting processes to changing the way the company provided coffee in the employee lounge area.
To attract recent graduates from post-secondary educational programs, the company set up Rogers University, a six-month training course leading to a general insurance licence. "Everyone outside of insurance doesn't consider it the most beautiful thing," says Pollard, "so Rogers created the university as a way of attracting young people who might not think of the industry when they're looking for a job."
Since the program began, about 10 people have passed through Rogers University, and all of them have found careers in insurance.
Pollard himself successfully completed the first level. "For me to market Rogers successfully, I saw the importance of understanding our field," he says. "It's a very complex industry, but once you get into it, you realize you're in a field that's dedicated to helping people."