Winning TeamBuilding future ready talents and a culture that inspires everyday innovation.
Our ApproachOur people are our most valuable asset. Our focus in the year was to continue building a work culture that is open, dynamic and nurtures a supportive environment, creating opportunity for each employee the freedom to grow, to freely voice their opinions and share fresh ideas that inspire everyday innovation.
These principles set the direction for the four behaviours that guide the way we work:
We believe growth comes from learning every day. We’re curious and we dare to challenge, test, fail fast and pivot.
We believe diverse teams find better solutions. We seek different perspectives, share, involve and help each other succeed.
We believe that trust is key in all our relationships. We take ownership and pride in delivering with precision and integrity.
We believe in the unique human ability to understand what matters for people. We meet everyone at eye level, listen and show that we care.
In addition to our purpose and behaviours, everyone working with or for Telenor is required to commit to, abide by and annually renew their signature on our Code of Conduct. We strongly believe that by staying true to these fundamental values, we will innovate the next generation of products and services, inspire new ways of improving customers’ digital lives, resulting in an empowered society.
Our employer promise of ‘Freedom to Inspire The Next’ is delivered through these four areas.
Freedom to InnovateWe promote a culture of everyday innovation where Digizens are encouraged to experiment with their own ideas and challenge the status quo to create positive impacts across the organisation. To drive this innovation 360° mindset, various platforms are created for employees to explore new products, services and solutions.
Disrupt@DigiOur annual 30-hour hackathon challenge where employees participate to hack growth ideas for Digi, and taking them through from conception, customer validation, prototyping, pitch and on to pilot. 47 Digizens from 19 departments formed 12 teams and participated last year where they had to ideate and work on their premise based on three unique business challenges.
D’GeekA recommendation platform that uses predictive analytics to suggest personalized lifestyle offerings to users was selected as the winner in 2017.
Telenor IgniteAn intrapreneur programme for employees across Telenor’s 12 business units aimed to identify great ideas for new end-user products and services. Among others, the programme provided an avenue for employees to develop ideas into testable prototype, and supported by regional and global mentors. Teams also had the opportunity to develop and scale their products to impact societies in markets where Telenor operates. Six ideas from Digi were submitted to Telenor, and one team with an idea to develop storage and analysis of drone flight data was shortlisted to pitch at a global platform to develop the idea into a testable prototype. The team gained valuable hands-on experience in thinking about customer needs, innovation methodologies and various supportive resources.
Maker LabA dedicated space created in Digi’s headquarters to nurture innovators and embrace the innovation 360° culture among Digizens. It encourages critical thinking, problem solving and collaboration through hands-on learning and experimentation on various project-based and cross-disciplinary ideas. Periodically, workshops focusing on S.T.E.A.M (Science, Technology, Engineering, Arts and Math) education are offered to Digizens. Examples of ideas that emerged includes the following; Smart Carpark, an Internet-of-Things (IoT) project on real-time carpark availability, and Toilet Kiosk, a quality control project utilising user rating and feedback for service improvement.
Digital DayA one-day event dedicated to inspire Digizens to learn and discover new technologies and digital services. Themed LIFExDIGITAL, the event in 2017 focused on how digital transformation can be applied to be more purposeful in our daily lives. The event featured a mix of fast paced Ted-style sharing sessions, anchored by futurists and tech speakers. Self-driving cars, future connectivity tools, robotics and new smart home concepts were also exhibited to allow Digizens to immerse and internalize with the latest trends in the digital world.
Digitising HR Toolsalt.hr, a one-stop mobile app for all human resource needs was introduced in line with efforts to digitise our workplace processes and engagement with employees.
TADHack is the world's largest global hackathon focusing on programmable telecoms wherein teams sign up to develop innovative ideas & solutions based on telco/connectivity APIs. The 2017 version is being held simultaneously in 37 cities around the world. During the session, Digi released 3 of our APIs for TADHack on Identity, Messaging & Payment to see what the developer community can do with it. This was a great platform for us to explore innovation together with the larger tech community.
Freedom to EngageAt the core of our DNA is a culture of empowerment, trust and fairness that creates a sense of belonging for each of our employees. We value the ideas and commitment that employees can bring to the table regardless of their positions in the company. The open office and hot-desking concept embodies our value of openness, and is a key part of who we are.
Employee Engagement Survey (EES)An annual survey that collects employees’ feedback to determine the areas that are critical in encouraging employee engagement. We achieved a 74% engagement score in 2017, surpassing the Telenor Group average and the benchmark of high performing companies. The results point towards a strong culture of loyalty and innovation amongst Digizens with a solid understanding of the company’s business strategy and governance framework.
Employee RepresentationEmployees are represented by two platforms, the Best on People Council (BOPC) and the Digi Telecommunications Sdn Bhd Employee Union (DGEU) where elected members will work together with the Management to deliberate and enable changes that matter to employees. This year, BOPC resolved 38 issues concerning employee welfare, way of work, and work environment which were raised by the employees to the Management.
Management EngagementDigi Management Team makes regular visits to all regions to engage with employees and stakeholders, and also to deepen understanding of local operations.
Freedom to GrowIt is our ambition to unlock the potential of our employees who are empowered to take charge of their own career development. If Digizens are willing to give their 100% every day, dare to challenge the norm, be willing to take on additional goals and responsibilities, and deliver results, the company will support their growth – from world-class leadership programmes to accelerating them into positions of responsibility.
Inclusive TalentsApproximately 86% of our top 49 leaders are from our internal succession programme, including four out of the seven Management team members. We believe that gender balance and diversity are critical for competitive advantage and shareholder value. Through the Women Inspiration Network (WIN), we continue to groom more women in the company for top management roles. 16 women were selected in 2017 and provided the opportunity to develop to their full potential through exposure and engagement with external women leaders, direct mentorship with senior Management, and a platform to learn and share with other women leaders.
Globalising Local LeadersEmployees are also provided the chance to work in other Telenor business units worldwide through the Mobility Programme. This programme allows selected Digizens to not only share their expertise and knowledge with other business units but more importantly, the chance to develop their professional and leadership skills, contributing to their career development. In 2017, Digi mobilised 11 employees to business units in Bangladesh, Myanmar, Norway and Thailand.
Talent PlatformsThe second edition of the Digi CXO Apprentice Programme hit a record high of 1,100 applications, 25% more than the inaugural launch in 2016. Seven individuals were selected to apprentice with our respective Management team members, giving them a 12-month opportunity to experience first-hand high-level decision making, dealing with real business challenges and the empowerment to innovate in a culture that provides the freedom to inspire the next generation of products and services for millions of customers in Malaysia.
Diverse and Dynamic WorkforceDigi believes in a diverse and dynamic workforce at all levels of the organisation regardless of nationality, age, gender or competence. Our goal is to foster a workplace that embraces differences, and provides equal opportunity to everyone. In 2017, women represented 45% of Digi’s leadership team. On 11 July 2017, women representation at the Board dropped from 43% to 29% with the resignation of Ms. Kristin Muri Möller, as the Non-Independent and Non-Executive Director of Digi.Com Bhd. With the appointment of Ms. Tone Ripel to the Board as Non-Independent and Non-Executive Director on the 23 January 2018, the composition of women board members is reinstated to 43%.
In 2017, for a second year in a row, our CEO, Albern Murty, was awarded the CEO Champion category award by TalentCorp Life at Work Awards 2017 in recognition of our efforts in creating a workplace that is family and women friendly. This, of course, was made possible by our culture of inclusion.