New York, NY
Summary: Benefits of working for a multinational company, focus on health, charity, worker development, training and recognizing top achievers. Core attributes are speed, simplicity, and trust.
Intro: Candidates choose to 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.
Vodafone is committed to providing the proper training and tools for 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.
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.
All employees are offered free biometric screenings either in the office or at a local lab where they can learn their height and weight; cholesterol and glucose levels; body mass index; blood pressure and heart rate.
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.
Vodafone also has a 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.
Vodafone also includes an LGBT Network which 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.
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.
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.
Creative meeting places:
In 2015, 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.
Beyond the gym membership benefits mentioned previously, Vodafone also offers additional perks for employees beyond just those related to health including access to discount entertainment activities through Plum Benefits, Toast Masters public speaking club, and Wage Works pre-tax dollar programs for healthcare expenses and dependent care expense. In addition, Vodafone activates a number of different perks across levels – leadership, managers, new hires, etc. – to ensure employees are set up to succeed in their roles.
Two specific perks include:
Vodafone employees are given the opportunity to take Harvard Management Courses to continue their education and add to their resume.
Vodafone employees are permitted to also make a business-case to be given access to free Rosetta Stone language courses.
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:
- Speed Networking – A new program started this year, happens once per quarter in which employees are scheduled to meet other employees via Skype or in-person in 15 minute increments. This is an opportunity to meet people in different offices and different teams to learn more about who they are and what they do at Vodafone.
- Multiple different offices engage in intramural sports such as softball, volleyball, bowling, and kickball. We have also arranged bowling, participate in Take Your Child to Work Day.
- Employees have also participated in various walks and 5k runs around the country as a team to raise money for charities including the Susan G Komen Race, among others.
Vodafone encourages employees to get together informally once per month for happy hour.
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.
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.
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.
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.
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:
- 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 2013.
- The initial program was so popular we implemented several follow-up challenges which included more employees. We’ve ever extended the challenge to other regions and have faced off against Vodafone in Northern Europe to encourage healthy lifestyle choices there as well.
- In our latest challenge we collectively walked over 55 million steps!
Health and Wellness Week
- Each year we hold a week-long event for our employees to promote healthy living. For 2016, we had various activities to focus on healthy eating, healthy mind, healthy lifestyle, healthy body and healthy wallet.
- 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
- 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
- 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 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.