Opportunity and high performance
We regard the development of a high-performance culture as a strategic imperative.
In a highly competitive market, we need a well-trained and knowledgeable workforce. Our training and development programmes are designed to support the achievement of our business objectives and to raise the capability of our leaders and managers.
In 2005/06, close to 100 per cent of managers across the Group completed annual performance reviews for their employees. Our systems allow us to track performance and development needs.
Our Executive Development Programme is helping to ensure we have well-trained leaders in place: around 100 top leaders across O2 participate.
We recognise that development opportunities engage and motivate employees. Everyone is encouraged to establish a personal development plan in consultation with a line manager.
In Germany, every line manager must undergo management training.
Training and development opportunities at O2 include:
- Induction training for new employees.
- Role-specific training.
- Leadership and management development.
- Personal development.
- Mandatory health and safety, environmental, business principles and policy training (refreshed every two years).
We regularly create new training in response to changing conditions and market challenges. We are currently identifying the training needs of our retail employees on such issues as child protection and content management. Last year we included coping with customer intimidation or violence in the training programme.
For more information visit the following pages in our extensive online resource
Issues in brief
O2 plc
- New owner, new era
- Better-place-to-work dialogue
- Differentiation through our people
- Working for wellbeing
- On reflection
- Safe place to work
- Good behaviour
- Balancing our make-up
- Opportunity and high performance
- Valuing variety and difference
- Help for life's strains
- Diversity mirrors society
- Opportunities for all
