How 13 insurers use peer exchange to drive learning in a changing industry

The challenge

Keeping employees future-ready in a fast-changing industry

Insurers are under pressure to adapt to digitalisation. New claims, shifting customer expectations, and new regulations such as IDD (Insurance Distribution Directive) demand more from employees than ever before. Training is no longer just about products and processes. Soft skills, flexibility, and resilience are just as critical.

The challenge for HR and development teams across the industry is how to make continuing education a natural part of everyday work, while also motivating employees to take ownership of their learning.

The solution

E-learning as the foundation for continuous development

Every company in the Insurance Network uses GoodHabitz online training to support personal development. Digital learning formats make it easy to fit training into daily routines and give employees the tools they need to respond flexibly to change.

For some, the focus is on a blended approach.

• As Daniela Sievers, HR Development Manager at SIGNAL IDUNA, explains: “A mix of in-person training, webinars, and e-learning makes our offering so attractive. Expanding digital learning opportunities and networks is particularly important in the digital age.”  
• At Helvetia, HR and organisational development leaders Maya Kiesewetter and Kerstin Trautmann see e-learning as key to promoting self-directed learning: “It is effective to integrate continuing education into everyday work and promote self-directed learning among employees through e-learning.”  
• Other companies emphasise the scalability of digital formats. Michael Herget, Group Manager E-Learning Production at R+V Allgemeine Versicherung, highlights: “E-learning is an integral part of our training and development strategy and will continue to be expanded.”  
• And at die Bayerische, the benefit is clear for every learner, as Luisa Müller, HR Development Specialist, notes: “Through e-learning, everyone can learn at their own pace in the workplace.”

The network also shares best practices for campaign-based learning initiatives. For example, HDI AG organised a full learning week, while SIGNAL IDUNA ran a digital training camp to support both mental and physical health.

“Within the network, we have a good exchange on the topic of IDD. We also have inspiring discussions about learning within organizations.”
Daniela Sievers, HR Development Manager, SIGNAL IDUNA

Results and future plans

So far, the 13 insurance companies in the network have met once a quarter, mostly in virtual sessions. Between meetings, the exchange continues through an active email network, where participants share ideas, challenges, and successes in real time.

The collaboration has already led to best-practice campaigns, such as HDI AG’s learning week and SIGNAL IDUNA’s digital training camp, showing how network insights translate into company-wide initiatives. These efforts have helped keep employees motivated while balancing professional, mental, and physical wellbeing in the digital workplace.

The next step is an in-person meeting at Learntec in May, which will give members a chance to deepen relationships and strengthen cohesion. The enthusiasm to continue and expand the exchange is clear. As Daniela Sievers of SIGNAL IDUNA puts it:

“Let’s drive the network even more actively and benefit from one another, dear insurance company development professionals.”

The network has become a platform not only for sharing knowledge but also for inspiring new approaches to continuing education across the insurance sector.

Conclusion

The Insurance Network shows how collaboration and e-learning can accelerate change across an entire industry. By combining GoodHabitz training with the shared expertise of 13 insurers, the network is building a culture of continuous development that prepares employees for the challenges of today and tomorrow.

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