At EnterCard, time rarely stands still. There is always something new going on, and with us you are guaranteed to develop if you want to. We do a lot of work in projects, across country and functional borders, often via our video conferencing system. This means that our colleagues learn the most within the context of their daily work, not through external courses. But there are obviously opportunities for that too, when necessary.
We also have a well-defined centre of education for development and training that we call EnterCard Academy. The EnterCard Academy provides opportunities for you to learn from your colleagues or educate others with your unique knowledge. We also bring in external speakers who can introduce us to new perspectives. If you are a manager with staff, we also offer comprehensive leadership training.
Each employee has an individual development plan with individual targets that are to be achieved during the year. This is an effective tool for both manager and employee to ensure continuous development and motivation. In order for employees to feel that they receive adequate feedback on how they contribute to the company’s overall targets, we have created a clear framework for follow-up that each manager must follow. Every six months, a clear indication of your performance is given, and clear feedback regarding what is expected of you to fulfil your role or achieve your targets.
At EnterCard, we also promote continuous feedback as part of ‘business as usual’. This is just another way of helping one another improve and develop themselves and the customers’ experience.
Twice a year, we conduct an employee opinion survey that enables us to identify what areas we should focus on improving over the next few months.
We involve our employees in this process of improving and developing both the company and the teams within it. We also follow up on our leaders in relation to these surveys, which highlights its importance as a tool for leadership development.