Human resources

Our people take us forward

Tele2’s success is highly dependent on its ability to attract, develop and retain action-oriented people who share the values of the company. Our values, the Tele2 Way, set the boundaries of expected behavior and support the decision making processes within Tele2. 

Tele2’s people challenge strategy has two focus areas

Leadership & The Tele2 Way

The Tele2 Way starts at the top. All managers are role models living and acting according to the Tele2 Way. The Tele2 Way leadership is open, clear and has a strong focus on action and on achieving results. The Tele2 Way shall be aligned with the company’s strategy, making it crucial that each and every manager communicates the Group strategy. Managers are required to share knowledge, follow up results and give feedback to their co-workers. As of 2010, all managers will be measured by a specific Tele2 Way Index (TWI) in the annual employee survey “My Voice”. The TWI index 2010 was measured to 81 percent, meaning that all employees rated their managers highly according to the Tele2 Way. Internal Tele2 Way ambassadors are obliged to spread the Tele2 Way. During 2011, they will continue their work by hosting Tele2 Way training sessions and workshops.

A Great Place to Work

Tele2 shall establish a performance-driven organization that fosters talents and makes space for long term careers – and where good leadership really matters.

One method to follow up Tele2 as a Great Place to Work is carried out by analyzing the results of the annual employee survey “My Voice”. In 2010, the response rate on a Tele2 Group level was measured to 93 percent, which is very high and a proof of the commitment of Tele2’s employees. Overall, the results are very good; Tele2 exceeds the external benchmark in all areas, for example Leadership, Employee satisfaction, Information and Net Promoter Score. The Net Promoter Score (NPS) measures the internal attractiveness of Tele2 and answers the question: “How likely is it that you would recommend Tele2 as a work place to your friends and family?” This score is well above benchmark within the service industry. 

During 2010, we developed a new Global Executive Trainee Program which will start in September 2011. We also started working on a more general career development program, which includes both programs and system support.

During the autumn 2010, we established a more profound process of succession planning throughout the Group by mapping the local management teams against the Tele2 Way. A Talent Board consisting of the Leadership Team was also established in order to evaluate the succession planning process on a regular basis.

From Chelyabinsk to Zagreb

The Tele2 footprint is widely spread out across different regions, so what is it that ties all Tele2 operations together? It is obvious that the Tele2 Way – our value base – is central in making Tele2 a homogeneous business, regardless of geographic differences or barriers.