Launched in 2011, this programme is about finding out how others really work through short-term job-swap assignments. It is an effective way to build trust and understanding among Amadeus teams worldwide.
As an IT provider, Amadeus' work model has evolved, with a wider, global outreach and more complex, interconnected projects. Our rapid growth, both in terms of staff, of business lines and product portfolio, has made it more challenging to understand what really takes place within the different activities, sites, and worldwide teams. Yet the success of our new, fast evolving offer relies, for a large part, on the capacity of each and everyone to operate in this unique, complex work environment. In the past few years, managers have addressed this issue by sending members of their staff on short-term assignments – of a couple of days up to several months – to share the everyday life of another team within the company.
Internal survey results highlighted the need to enhance cooperation between teams at all levels (cross teams, cross divisions, cross sites). These 'Live My Life' experiences have picked up momentum as a management initiative, fully supported, of course, by the Human Resources teams. These short-term assignments in "someone else's shoes" help build awareness, strengthen cooperation, contribute to career development and, all in all, increase performance.
The social media landscape has evolved greatly and we anticipate even greater increases in business user adoption and usage rates. It was vital for us to continue developing our social media presence in 2011, and engage our customers and opinion leaders.
We published internally a general set of recommendations for our employees using or wishing to use social media: The Amadeus Social Media Participation & Usage Recommendations. The objective of these recommendations was to provide our employees with key points to keep in mind when using social media. We would like to encourage Amadeus employees to use social media channels to continue building our brand and engage with our customers, whilst keeping in mind this needs to be done responsibly. In particular, as Amadeus is a public listed company on the Spanish stock market, employees needed to be clear on what they could and could not say about the business – saying the wrong thing could put both the company and the employees at risk.
We also have created the Social Media Channel Guides. These Channel Guides provide an overview of the key features and functions along with guidelines on how Amadeus staff can utilise the channel in their daily professional activities.
November 2010 saw the first ever Global Engagement Survey by Gallup in Amadeus. With a high participation rate of 80% in this survey, Amadeus wanted to ensure that managers were trained and that HR teams could give adequate support.
To expand recognition for all employees, and removing the view of recognition as an "engagement" initiative, but rather a way of working in Amadeus, the yearly Quality Awards were redesigned into the Amadeus Excellence Awards. The scope of the Awards was expanded to include all fully owned Amadeus Companies, and provided a showcase for employees to present excellent improvement projects from all areas of the business. A total of 30 projects were presented and, 14 finalists were invited to the Awards Ceremony, where teams from London, Nice, Erding and the Philippines received top awards.