Vodafone US

Vodafone US

New York, NY

www.vodafone.com

Grade: A

SummaryMultinational company allows workers to learn different culture. Focus on health, charity, worker development, training and recognizing top achievers. Core attributes are speed, simplicity, and trust.

Intro: Candidates choose to come work at Vodafone for a number of different reasons, but a few specific core elements resonate most. Vodafone is committed to continuous improvement in leadership initiatives and strives to empower each employee with three core attributes – Speed, Simplicity, and Trust. We call these three pillars “The Vodafone Way.”

We want to provide employees simple tools to do their job well while empowering them to collaborate with colleagues and trust our company’s vision. A key area that Vodafone supports its employees with is work life balance. Managers carry the responsibility of managing work flexibility within their teams in keeping pace with business requirements and in treating like circumstances the same.

Vodafone also represents an opportunity for many candidates to work for a truly global company. With a presence in more than 30 different countries and partners in over 80 countries, employees are able to gain global experience in any role. At Vodafone, we also help employees move to different regions beyond their original location to learn about new cultures and gain experience in new environments.

Impact statements: 

  • Vodafone is committed to continuous improvement in leadership initiatives and strives to empower each employee with three core attributes – Speed, Simplicity, and Trust. We call these three pillars “The Vodafone Way.”
  • With a presence in more than 30 different countries and partners in over 80 countries, employees are able to gain global experience in any role. At Vodafone, we also help employees move to different regions beyond their original location to learn about new cultures and gain experience in new environments.
  • Our executives adopt a High Potential Employee, taking them under their wing, informing them of initiatives, introducing them to key folks within Vodafone and providing career guidance.
  • HR checks in with managers several times per year to ensure development is tracking in a positive direction. The Executive Leadership team receives an update on progress formally twice per year via the Talent Review process.
  • Along with identifying and instituting a career development plan, employees work closely with their manager for growth opportunities, experiences and skill enhancement to close on gaps. Strong emphasis is placed on managers to develop their people.
  • Supporting learning for employees who desire to improve their skills and competencies with aim to progress their career is the availability of courses via the Vodafone Learning Academy. The Academy supports various career tracks such as the Technology Academy, etc. The Learning Academy gives opportunities to employees to learn at their own pace, with support from their manager, in gaining skills to further their career.
  • Service and charity is a very important part of what Vodafone stands for. Vodafone Americas offers a Day of Service where all full-time employees are eligible to take one day off per year and volunteer at a local charity.
  • Vodafone leverages an annual survey – “The People Survey” – that is shared with the entirety of its global employee base to gain a sense of team member engagement and satisfaction.
  • Last year, Vodafone opened its Customer Experience Center (CEC) as part of its expansion in New York City. The space is designed to spur creative thinking and showcase innovation through technology demonstrations and by bringing together visionaries to have discussions, share best practices, and learn from each other.
  • We want all of our employees to be empowered to make decisions to help drive business and help lead their teams.
  • Vodafone also offers an annual “trip of a lifetime” program, called Shine. It is designed to recognize and reward the ultimate achievers of our Enterprise business.
  • Each US office holds an annual fair for their employees to promote healthy living. All employees are eligible to participate in biometric screenings where they can learn their height and weight; cholesterol and glucose levels; body mass index; blood pressure and heart rate.
  • A key area that Vodafone supports is its employees’ work life balance. Managers carry the responsibility of managing work flexibility within their teams in keeping pace with business requirements and in treating like circumstances the same.
  • Not only does Vodafone focus on providing best offerings for its customers, but it also strives to provide the best possible culture for its employees.

Advancement Opportunities:

Vodafone is committed to providing the proper training and tools for all employees to develop and advance their careers. Programs are designed to nurture and develop talent across the company. Vodafone assists executives in fostering the growth of High Potential Employees through the “Getting to Know our Talent” initiative. Our executives adopt a High Potential Employee, taking them under their wing, informing them of initiatives, introducing them to key folks within Vodafone and providing career guidance. High Potential Employee development progress is tracked via manager and employee to ensure they stay focused on their desired career path to realize their goal. HR checks in with managers several times per year to ensure development is tracking in a positive direction. The Executive Leadership team receives an update on progress formally twice per year via the Talent Review process.

Training opportunities:

From a career development view, Vodafone is focused on developing all talent across the company. Embedded in the culture is a strong focus on helping our employees meet their potential. Along with identifying and instituting a career development plan, employees work closely with their manager for growth opportunities, experiences and skill enhancement to close on gaps. Strong emphasis is placed on managers to develop their people.

One program that has the most impact on allowing development and access to stretch assignments and helps employees in gaining experience and career opportunities is the High Potential Assessment. Potential assessments are made against three indicators: Engage, Drive, Change and Applied Thinking. Individuals classified as having high potential receive accelerated career assistance. While the program is open to both genders, 50% of the high potential population are women. High potential women are put on the radar of the Executive Leadership Team who can help foster business networking, make upcoming stretch assignments known and give our high potential employees career guidance.

Assisting our executives in fostering the growth of our High Potential Employees is the Getting to Know our Talent initiative. Our executives adopt a High Potential Employee, taking them under their wing, informing them of initiatives, introducing them to key folks within Vodafone and providing career guidance.

High Potential Employee development progress is tracked via manager and employee to ensure they stay focused on their desired career path to realize their goal. HR checks in with managers several times per year to ensure development is tracking in a positive direction. The Executive Leadership team receives an update on progress formally twice per year via the Talent Review process.

Supporting learning for employees who desire to improve their skills and competencies with aim to progress their career is the availability of courses via the Vodafone Learning Academy. The Academy supports various career tracks such as the Technology Academy, etc. The Learning Academy gives opportunities to employees to learn at their own pace, with support from their manager, in gaining skills to further their career.

Medical benefits:

Vodafone takes health and wellness extremely seriously and there are many programs put in place that are highlighted later in the submission. For specific medical perks, Vodafone offers each US-based Americas employee $40/month gym reimbursement. As part of our healthcare package we offer free flu shots to all US-based employees who are covered by CIGNA, our healthcare provider.

Special accommodations:

We offer several learning and development programs. We also provide opportunities for our employees to work globally.

Community service/charitable causes:

Service and charity is a very important part of what Vodafone stands for. Vodafone Americas offers a Day of Service where all full-time employees are eligible to take one day off per year and volunteer at a local charity. Giving back to the community promotes pride in oneself and in the team as a whole – thereby increasing one’s mental health.

Cause

Action

Vodafone Women’s Network

A companywide forum for women to come together, inspiring them to maximize their potential for business and individual success through career initiatives, community service and personal growth. The network is also open to men to join who want to be a part of helping women feel more empowered. March 2016 brings International Women’s Week, which will be observed by various forums, networking events, round-table discussions around women’s issues and fundraising initiatives.

LGBT Network

Works to create a culture of inclusion. Working with Vodafone’s Diversity and Inclusion committee, the LGBT Network team organizes events in support and celebration of all sexual and lifestyle orientation. Events have included the UN IDAHOT Day, executive round-table forums, and a planned week-long celebration surrounding Pride in June of 2016.

Measuring satisfaction:

Vodafone leverages an annual survey – “The People Survey” – that is shared with the entirety of its global employee base to gain a sense of team member engagement and satisfaction. Everyone in the company – whether on the enterprise or consumer side – receive the same questions to measure where the company is succeeding with its employees as well as identify areas of improvement. The survey is commissioned in October or November of each year and results are shared globally by the end of the calendar year.

Creative meeting places:

Last year, Vodafone opened its Customer Experience Center (CEC) as part of its expansion in New York City. The space is designed to spur creative thinking and showcase innovation through technology demonstrations and by bringing together visionaries to have discussions, share best practices, and learn from each other. At the Center, multinational businesses are able to explore Vodafone’s total communications solutions comprising wireline and mobility offerings, machine-to-machine services and more, in a fully immersive, high-tech and high-touch environment. The 3,100 square foot facility provides business customers with first-hand access to current and future products as well as to better understand their global communications needs.

Perks:

Access to discount entertainment activities through Plum Benefits, Toast Masters public speaking club, and Wage Works

Gym Membership benefits

Pre-tax dollar programs for healthcare expenses and dependent care expense.

Employees are given the opportunity to take Harvard Management Courses to continue their education and add to their resume

Employees are permitted to also make a business-case to be given access to free Rosetta Stone language courses.

Fun:

Vodafone employees are able to take advantage of different opportunities both during and after work to interact with fellow colleagues in fun, unique ways. For example:

A number of our offices offer yoga and pilates classes once a week after business hours (funded by employees).

Multiple different offices engage in intramural sports such as softball, volleyball, bowling, and kickball.

Employees have also participated in various walks and 5k runs around the country as a team to raise money for charities including the MS Foundation, and Tunnel to Towers (9/11 charities), among others.

Vodafone encourages employees to get together informally once per month for happy hour.

Collaboration tools:

Vodafone leverages technology throughout the company to drive team collaboration and increase productivity. For example, Vodafone developed myComms, a communications app that collects all contacts in one place with time zone details, holiday indicators and a do not disturb features. The outcome is a confidently connected global, mobile workforce working more efficiently.

How corporate vision is communicated:

Vodafone takes a top-down approach to internal corporate communication. Each part of the Vodafone division has monthly all-hands calls with the business leads to receive updates on the state of the business to ensure each and every employee understands the mission. Also, each new hire is trained on Vodafone’s values and the Vodafone Way of driving Speed, Simplicity, and Trust.

Empowering employees:

We want all of our employees to be empowered to make decisions to help drive business and help lead their teams. We believe a core to this is the ability for employees to have easy access to senior leadership. At Vodafone, each team has its own set of meetings to discuss any ongoing challenges that need to be addressed and celebrate any continued successes. Managers from each of these meetings then bring feedback directly to senior leadership.

As part of each business units monthly all hands calls, the business lead takes time to discuss new joiners as well as any promotions awarded among the team. The lead will provide specific recognition to different team members each month for unique successes. Beyond the all hands call, team managers also provide recognition for successes on a case-by-case basis.

Vodafone also offers an annual “trip of a lifetime” program, called Shine. It is designed to recognize and reward the ultimate achievers of our Enterprise business. Through an online system, employees nominate their peers who deserve the accolade that Shine brings – someone who has delivered above and beyond and stands out as a shining example of the best Vodafone can be. The winners are celebrated globally.

Once Vodafone’s annual “People Survey” is completed and analyzed, Vodafone then creates an action plan to answer the results and drive any necessary change throughout the country and on a more granular team level as well. Vodafone activates a volunteer-driven “Employee Engagement Champion” program which is tasked with analyzing feedback and driving the actions to address both positive and negative results. The team also looks at internal processes and works to resolve any roadblocks and promotes change within.

Example: Volunteer to be an Employee Engagement Champion who plays an integral role in driving the People Program across Vodafone. The Champion volunteers for this position because they are passionate about employee engagement and making Vodafone a better place to work. Each Champion is tasked with creating an action plan specific to their team’s “People Survey” feedback and implementing related initiatives throughout the year. The Champion can also volunteer to help lead a workstream on the larger region-wide plan.

Example: Volunteer to be a part of the Americas Solution Team (AST) which collects process-specific pain points from around the organization and works out solutions to improve the way we work. Specifically around Speed and Simplicity.

Ensuring well-being:

At Vodafone, we take the health and wellbeing of our employees very seriously. We know that mentally and physically healthy employees make productive employees. Therefore, we have worked to establish an effective health and wellbeing program for our employees. Here are a few of the successful initiatives we have carried out, as well as a few we are currently working on:

Fit Bit Challenge

  • Each participant is given a pedometer and challenged to complete as many steps as possible over the course of three months.
  • Over 400 employees have received pedometers and participated in this program since it started in 2015. In our first challenge the team collectively took 30 million steps and walked over 14,000 miles.
  • The initial program was so popular we implemented several follow-up challenges which included more employees. We walked over 55 million steps the most recent time!

Office Health Fairs

  • Each US office holds an annual fair for their employees to promote healthy living All employees are eligible to participate in biometric screenings where they can learn their height and weight; cholesterol and glucose levels; body mass index; blood pressure and heart rate.
  • Outside vendors including massage therapists, nutritionists, fitness trainers, physicians, skin care consultants, athletic footwear companies, CPR/AED instructors, and representatives from local gyms are brought in to speak to our employees about their areas of expertise.
  • Home workers are presented with a gift card to a sporting goods store and are offered the opportunity to reimburse a healthy lunch as well.

Health Seminars

  • Our healthcare provider CIGNA sponsors two free health seminars per year for our employees on various topics.
  • We’ve held Stress Busters workshops to discuss ideas around healthy eating, exercising, resolution setting and heart health.

Health & Wellbeing Newsletter

  • A monthly newsletter compiled by the Employee Engagement Champions, including topics such as healthy recipes, “muscle group of the month,” exercises to do in the office and at home, updates on our Americas healthy initiatives and other various things such as ergonomics.

Americas volunteering

As mentioned earlier, the Americas team recently announced the introduction of the Vodafone Day of Service where all employees are eligible to take one day off per year and volunteer at a local charity.

  • Giving back to the community promotes pride in oneself and in your team as a whole – thereby increasing one’s mental health.

Vodafone offices are designed for collaboration. Only a handful of executives have private offices, so usually everyone is in the same space working together.

In the NYC office, the kitchen was recently rebuilt so more employees can eat lunch as a group and engage with each other as teams beyond normal work. Additionally, video conferencing is a major point of emphasis at Vodafone. With a number of employees working remotely full time, video conferencing allows them to feel like their actually in the meeting with people in other offices instead of just via a phone.

A key area that Vodafone supports is its employees’ work life balance. Managers carry the responsibility of managing work flexibility within their teams in keeping pace with business requirements and in treating like circumstances the same.

Vodafone offers a competitive vacation policy for all of our full-time employees as well as flexible working arrangements available to all employees.

Vodafone also has a Global Maternity policy which allows mothers the ability to take 16 weeks of leave at full pay and allows a part-time return to work (30 hours per week) for up to six months at full pay.

Teamwork:

Vodafone is a team-driven organization. Our offices are set up to create a team-centric environment with collaborative spaces, open seating and café areas. Vodafone has also developed technology, such as myComms, a communications app which has helped build a confidently connected global, mobile workforce working more efficiently.

Diversity:

Vodafone has a volunteer-driven Diversity and Inclusion (D&I) committee which seeks to enhance understanding and awareness of culture within the organization.

Longevity:

Vodafone works to ensure employees are satisfied in their roles and have opportunities for advancement in an effort to retain people. Vodafone encourages lateral and internal movement, so employees can experience different parts of the business or different regions the company operates in.

Closing company statements: Vodafone is focused on people. It uses technology so people around the world can stay connected, work together and help turn the world into a better place. Not only does Vodafone focus on providing best offerings for its customers, but it also strives to provide the best possible culture for its employees. Through initiatives like its commitment to flexible working so employees can enjoy a positive work-life balance, or its Global Maternity policy which allows mothers the ability to take 16 weeks of leave at full pay and allows a part-time return to work for up to six months at full pay, Vodafone cares for its people.

Vodafone is committed to setting up their employees to succeed both personally and professionally. There will always be opportunities for professional growth at Vodafone, especially on a global level. If you’re looking to make a difference and looking for a place to do so on a global level, then Vodafone is the best place to start.

Back to the entire list of TMCnet 2016 Tech Culture Award winners.

1 Comment

  1. Carolyn Washington

    As a 3 year veteran and Employee Champion with Vodafone, I am so proud to work with a great group of people. I love my job, my fellow teammates and my company. How many people can really say that?

    Reply

Leave a Comment

Your email address will not be published. Required fields are marked *