Be part of something engaging

We believe that one of the key elements to success is the capability to work resourcefully together as one team. To promote seamless cooperation and good dialogue, we hold manager–employee discussions twice a year.


We want to create a link between our business strategies and the daily work of each employee. Each individual and team can use cascaded business objectives to define individual and achievable targets. And have the achievements evaluated after each six-month period, with achieved targets getting recognized accordingly.

 

Personal planning

Having the right competencies in the right place at the right time is key to individual and company success. That is why we systematically evaluate your competencies. This evaluation both identifies gaps in critical areas and helps plan your continued development. This personal planning also supports your individual aspirations and career moves.

Each individual has the benefit of receiving feedback on personal performance from colleagues and  managers once a year. This dialogue works also in the opposite direction - we all have the opportunity to give the feedback.

This is what we call Achieving Together.

Key objectives:

  • Listen to, involve, motivate and energize our people

  • Support leaders in creating real change

  • Provide employees with a feedback mechanism that will enable Nokia Siemens Networks to continue being an employer of choice

Engagement approach

A well-researched and robust employee engagement approach helps drive employee behavior and organizational performance, e.g. employee motivation, job performance, psychological wellbeing, retention and overall organizational effectiveness.

It is a combination of perceptions including; emotional attachment to the organization, even pride; a willingness to be an advocate of the organization; a rational understanding of the organization's strategic goals, values, and how employees fit; and motivation and willingness to invest discretionary effort to go above and beyond.

Survey in three key phases:

  1. We Drive participation in the annual survey measurement collecting feedback on employees’ perceptions and attitudes on a number of key cultural and working environment topics

  2. Comprehensive cascade of results sharing — from our Executive Board down to teams with 6 or more responses — so that we give everyone the opportunity to understand and Discuss the results

  3. Based on the focus areas identified in the discussions, teams Deliver on the action plan implementation throughout the rest of the year