Diversity
Customers and employees are equally at the centre of Swisscom, because we can only be successful with them. We employ people who think ahead, who think outside the box, who want to help shape new things and share responsibility. It is important to us that our employees get involved: That's why we conduct our employee survey at least once a year.
The 2021 results show an impressive response rate and high participation in the form of positive and critical comments:
68%
Response rate
for the employee survey
70k
Comments
to "I like that..."
and "This is what I would like to see..."
Our employees can comment on various topics. For example:
Of the almost 70,000 pieces of feedback collected, we take a closer look at some of them here:
Collaboration and team spirit were cited as particular strengths. Our employees also value an open, transparent feedback culture, interesting tasks and projects and the wide range of training and development opportunities. They also rated the flexibility with which they can organise their working day as very positive. While we are pleased with the positive feedback, we would like to focus strongly on suggestions for improvement from our employees.
One topic that always deserves attention is appreciation. We are aware that nothing works without our employees. For this reason, the topic of appreciation is now also a training component in the new leadership programmes. At Swisscom, appreciation should be deeply rooted and an omnipresent topic for all managers.
Development and further training is another area that we are constantly optimising. In addition to the many internal "on-the-job"learning & development opportunities, the five training days and the SKILLup learning platform are particularly appreciated. The latter supports our desired learning culture of self-directed and autonomous lifelong learning and serves to develop the skills of our workforce. However, employees would like more time to learn and more guidance with regard to future-critical skills, jobs and career prospects, including in the form of career paths. Another area for development is the scarcity of resources: finding enough time for on-the-job learning or continuous improvement remains a major challenge. Areas for development are also evident at the structural level, where "silos" and "unclear responsibilities" are sometimes seen as obstacles. These issues are addressed internally, so we take them into account with the talent management approach and the leadership map, for example.
Here is a small excerpt of how the Net Promoter Score has developed over the years on the topics of work situation, dealing with conflicts, stress, further development and recommendation:
Pulse, our employee survey, makes it easier to do a good job... if we work with the voices we give our employees in the teams. For successful planning and implementation of improvement measures, we provide our employees with tips and materials for successful feedback (evaluation) and a range of tools for overcoming typical challenges in teams. These tools help to lead constructive team discussions, set priorities and grow as a team and ultimately as a company.
If you also want to become part of Swisscom, then immerse yourself in our career portal(opens in new tab), find out what Working at Swisscom(opens in new tab) subscribe to the Job-Mail(opens in new tab) and follow us on LinkedIn(opens in new tab). What you make of it is what makes us tick.
Marketing Manager
Find your job or the career world that suits you. In which you want to help shape and develop yourself.
What you make of it is what defines us.
