Page 55 - Aygaz-Sustainability-Report-2021

SUSTAINABILITY REPORT 2021 53

web, continued during the year. To date, Employee Loyalty and
93 employees have benefited from this Efficiency at Work
platform. At Aygaz, we strive to provide a work
environment where the employees
MentHall, the Meeting Point: In 2021, feel happy and efficient and that
we reorganized the ongoing mentoring their development is supported.
programs under the “Meeting Point Accordingly, we address the employee
for Learners – MentHall” umbrella experience with a holistic approach
structure. MentHall uses tools such as and place it among our priorities.
the pairing survey to ensure that the We develop strategies to create an
mentor-mentee pairings fully meet the employee experience that promotes
expectations and the career inventory learning, change and being open to
to help the employee recognize his/her development, embrace the digital
needs for mentoring purposes. Once the transformation processes, improves
application and pairing processes were the work environments, and unlocks
completed, all the paired mentors and the employees’ potential. For these
mentees in the mentoring and reverse purposes, we apply agile transformation
mentoring programs received online processes. Accordingly, we transformed
training from a mentoring training firm. the action planning processes to
The program enables the interviews increase the participation of colleagues
to be conducted online and all the from different groups while remaining
processes to be monitored on a digital focused on improving the quality of
platform. Common experiences are planned actions. To achieve this goal, we
shared with the participants and Human formed an “Employee Experience Agile
Resources during supervision meetings. Team” at Aygaz, making sure that it would
In 2021, 36 employees participated in the have a representative from each unit to
“Ask Someone Who Knows” mentoring consider specific needs. We care about
program and 8 employees participated in improving two-way communication with
the “Learn From Someone Young” reverse the employees and encourage them to
mentoring program. share their experiences.

Next-generation Internship Experience: Every year, we conduct employee
At Aygaz, we quickly adapted to the loyalty surveys through an independent
changing conditions that the pandemic research firm. The outputs of these
brought about and redesigned the surveys are used to analyze the
internship programs offered to the strengths and development areas,
students to take place online. After review human resources policies, create
engaging with the students in the Koç action plans, and increase loyalty. In
Holding online career fair, we revised 2021, the employee loyalty score of
the entire process to run online. The Aygaz was 67.5.
interns, who are regarded as future
Koç employees, went through an In addition to the annual employee
end-to-end employee experience that loyalty survey, we conducted monthly
involved orientation, presentations, mood surveys to better understand the
project work, career development, and needs and feelings of the employees
performance assessment. 21 students and introduced other practices such
took part in the online Internship as HR Break to enable the employees
programs in 2021 and the intern who are in remote areas to share
experience survey conducted at the end their expectations and experiences. In 2021, our
of the internship resulted with a high Throughout the year, we organized employee loyalty
NPS score of +73 points. various activities, including a Talk with score was 67.5.