Recruiting talents and keeping them inspired long-term
Well-qualified and dedicated employees play a crucial role in our company’s long-term success. We want to retain experienced employees long-term, and get motivated next-generation professionals excited about our company. This requires flexible talent management that meets the current challenges of the labour market, makes career opportunities transparent, and opens up interdisciplinary paths. We succeeded in doing this in 2016 with the implementation of the ‘Talent Navigator’. Consolidating our job descriptions into simple, cross-departmental role profiles reveals career paths and development opportunities, and offers better orientation for employees and managers. At the same time, Human Resources employees benefit from an optimised basis for staff development and a fair remuneration system. This transparent talent management tool earned us the 'HR Excellence Award' in the ‘Compensation & Benefits [large companies]’ category in 2016. The Human Resources Excellence Awards (HREA) honour outstanding achievements in leading-edge human resource management. This year marked the fifth time that Human Resources Manager magazine and Quadriga honoured the most innovative HR management strategies. Tchibo emerged as the winner, and was recognised for the introduction of the Talent Navigator to replace the old HAY system. "We are very pleased with this award. This is a great confirmation of our work, "says Jochen Eckhold, Director Human Resources.
In employer rankings such as companize or Trendence in various sectors (e.g. fashion and retail), we once again did well in 2016, ranking among the top ten as in previous years.
To recruit new talent for our company, our University Marketing team not only talks to potential recruits at job fairs and other hiring events, but also gives them a way to gain first-hand insight into the Tchibo world of work. During the 6th Hamburg Company Tour, we once again invited 70 students into the company for two days. We meet the growing requirements arising from the dynamic market environment with customer-focused, future-oriented solutions, to which junior staff repeatedly make contributions. For this reason, in 2016 we piloted the Young Talent Challenge. It was open to the company’s 120 young talents – apprentices, students, trainees, managers and participants of the ‘My cross-company career’ programme. The 20 applicants chosen then had the opportunity to complete a three-month programme that was integrated into the Tchibo workaday routine.
Promoting the next generation: Finding the specialists and executives of tomorrow
We offer prospective young professionals who wish to begin their careers at Tchibo various ways to enter the company: from internships and apprenticeships to dual-degree and trainee programmes. We start as early as middle school, having participated in the annual Girls’ and Boys’ Day since 2000. In 2016, we once again welcomed 45 pupils in grades 5–10 at the Hamburg headquarters, where they were able to ‘shadow’ Tchibo employees at work for a day.
Tchibo is an important company in the vocational training community. We not only offer a wide range of apprenticeships - mainly in commercial and technical professions, but also place a priority on a well-founded professional qualification. In 2016, the Schwerin Chamber of Industry and Commerce singled out our Gallin logistics centre as a ‘Top Training Company’ for the fifth time.
A whole new approach to winning promising talent for Tchibo was launched in spring 2016 in cooperation with Beiersdorf AG: the joint 'My cross-company career' programme. From more than 700 applicants, the ten best young talents with some work experience in sales and marketing are given the chance to get to know two companies in the retail and Fast Moving Consumer Goods sectors. Over a period of 18 to 24 months, they pass through various departments at the two companies, supported by mentoring, individual coaching, and training. The aim of the programme is to prepare and motivate young employees to take over a project management or other management role in sales and marketing at Tchibo or Beiersdorf.
We also offer development opportunities in the Depots (supermarket concessions) and Sales departments, through a management training programme specifically for recent graduates with a business degree focusing on retail and sales as well as some sales experience. Our goal is to train the participants, who are supported by mentoring, seminars and feedback discussions, to become sales all-rounders within 24 months, and then hiring them for a management role in the sales force or back office.
Tchibo CAMPUS: Learning new skills, professional corporate training, personal development
Our working world is undergoing a constant transformation, and the requirements and jobs at our company change along with it. The professional and personal development of our employees and managers is therefore very important to us, and contributes decisively to our competitiveness. Our Tchibo CAMPUS offers many development opportunities: it is our central platform for learning, inspiration and personal development. Here, we offer our employees many ideas and opportunities for personal and professional development – from training in methodology, foreign languages, and computers, to project management and intercultural communications. In 2016, we conducted a Campus survey among executives and employees on “How do you learn best?” It confirmed that the Campus content and formats corresponded to their wishes. We were able to incorporate further suggestions in putting together the Campus Programme for 2017.
Overall, management development is a focus of our efforts. We have developed modules for a consistent understanding of leadership, for reflecting on one’s role, and for learning the tools of management. We also offer our executives individual coaching on team development. We promote our next-generation managers with the six-month ‘Learn to Lead’ programme, which helps them build up personal networks and expand their skillset.
Our ‘Tchibo presents itself’ onboarding event, which takes place twice a year, has been relaunched and expanded to include interactive, practical elements. In two days, the participants complete six stations: History, Logistics & Supply Chain, Marketing & Brand, Non Food, Online, and Tchibo Shops & Tchibo Shop Management.
We have opened a new Campus Lab that helps us to think across disciplines, share knowledge, and gain a deeper understanding of customers. We enable our employees to quickly solve acute problems – in this room and with the assistance of a coach – by using contemporary tools of thinking and action.
In 2015, we added a section on the professional management of flexible forms of work to our Leadership Manual, to prepare our executives for the challenges of an increasingly dynamic work environment. In 2016, we expanded it to include a section on ‘Healthy Management’; the idea is to avoid work overload situations, as well as under- and over-utilisation of staff, and to ensure a healthy working atmosphere through candidness and honesty. Also in 2016, the ‘Safe Management’ programme was added to the Management Manual, as Tchibo executives are also responsible for having enough trained evacuation officers and first responders on hand to ensure a safe working environment and the health of their employees.
Cooperation with Beiersdorf AG: Learning together
Learning from others, obtaining new input and perspectives – since 2015, we have opened up these aspects for our employees through a cooperation with Beiersdorf in the form of a joint learning platform that both companies hope will promote development and learning across company boundaries. As part of this programme, Beiersdorf offers all Tchibo employees the opportunity to participate in the free ‘Treffpunkt Weiterbildung’ vocational training programme, whose topics range from communication and working methods to health and work includes communication, working methodology, health and work, language and computer classes, and much more. Beyond this, in 2016 we participated in the ‘Seitenwechsel’ (Switching Sides) project, as did Beiersdorf. This allows executives to literally ‘switch sides’ for a week, by working at a social institution rather than the office, and thus experience new dimensions in personal development as well as dealing with matters of tolerance and conflict.
Performance reviews: Systematic staff development
Giving employees transparent feedback about their performance, pointing out their prospects at the company, and providing systematic support in their professional development – we see all of these as key aspects of staff development. We create a framework for this and offer opportunities for regular dialogue with feedback, target-achievement, and target-settingmeetings with the management. Our effective talent management is based on TRACKS, our central process for assessing performance and potential. Along with this digital platform for talent management, Tchibo invested in integrated talent management software for the targeted promotion of our employees (myTrack), and rolled it out to large parts of the company in 2016. myTrack not only steers employees through the process, but also sends reminders for all upcoming tasks, and gives insight into all relevant data at all times.
TRACKS enables us to differentiate performance more clearly and support our talents even more systematically. We actively involve employees in the appraisal process by encouraging them to submit a self-assessment and learn to reflect on their role and achievements in the run-up to the appraisal interview. In 2016, more than half of the employees actively participated in TRACKS by doing so.