Our People

Making JT a progressive company and great place to work is one of our four strategic priorities. We continue to develop and invest in the future of our people, their development and well-being. We strive for an inclusive people culture where everybody feels valued, empowered and inspired to grow and develop. Our hybrid working, teamed with our world-class technology means that a large percentage of our people can now work flexibly, promoting a sense of work-life balance, well-being and engagement.

Culture and Engagement

We use a monthly Employee Engagement Survey to give us a real-time ‘temperature check’ of how everyone in the company is feeling. The survey gives everyone the opportunity to have a voice and raise feedback anonymously should they wish. The results then allow us to monitor trends and build real-time action plans so we can make a difference quickly and effectively.

In 2022, our employee Net Promotor Score (eNPS) reached an all-time high of 67, placing us in the top 5% of all telcos globally*. These results are based on an above average participation score for 2022 of 60%, but we are committed to growing the response rate even further in 2023.

Developing our People

Embedding a culture of learning and ensuring people have the capabilities they need to succeed is another key area of focus for us, together with ensuring our people have the skills for the future. In 2022, we launched a new mentoring scheme and a new people management programme accredited by the Institute of Leadership and Management.

We also participated in learning at work week, with a variety of technical and specialist workshops delivered across our global business for all of our employees.

As a result we saw a 57% increase in employees learning and developing new skills throughout 2022.

We continually review and update our succession plans to ensure we are developing our people whilst maintaining business resilience.

Reward and Recognition

At the beginning of 2022, we invested in and launched a new app-based reward and recognition platform called ‘JT All-Stars’ to give our people a public platform to congratulate and celebrate each other’s successes. In its first year, the platform has seen an adoption rate of 96% and over 5,000 peer recognitions. Achievers benchmark for adoption is 93%. Since the launch of this, our employee recognition score has increased from 46 to 66.

Remuneration

Our remuneration philosophy is to pay people fairly and within market range. In 2019, JT became Jersey’s first large-scale commercial organisation to become an accredited living wage employer.

Salaries are reviewed annually and pay increases are considered in line with various factors including inflation, market-range and personal performance. Every 2-3 year’s, a comprehensive review is carried out with external benchmarking companies in the UK and Jersey, taking into consideration the skills required and the Company’s government ownership. This was applied in 2022 to ensure that in most circumstances we aim to maintain base pay within 90-110% of the benchmark midpoint range for all roles.

JT has a bonus scheme for all permanent employees in noncommission roles. An employee’s bonus is made up of two elements – personal and business performance. 2022 was the first year that the company performance element was measured on more than just our financial success, but instead on the annual KPIs set out in the company’s balanced score card (as outlined on p8).

We provide an environment that encourages long-term retention, in addition to offering a variety of employee benefits. These include flexible working, private health and dental care, pension contributions, cycle subsidy schemes and much more.

Further details of Directors’ remuneration can be found in the notes to the Financial Statements on p92.