Life at Sisal
Our people are an essential part of our company. We constantly invest in their professional growth, in developing their skills, and in ensuring their wellbeing. We cultivate a culture of diversity, which is fundamental in designing creative and innovative solutions that take different points of view into account.
Value people
Our people in Sisal are our main interlocutor, the key resource for the future evolution of the business, starting from new ways of learning, collaborating and innovating. It has the task of preserving and developing the spirit at the heart of the Company's identity, based on preparation, capacity for innovation and creativity.
These are the same characteristics that have distinguished our three founders, journalists and "explorers" capable of looking to the future in an era of great uncertainty but also full of opportunities, giving new life to Italian sport and contributing to the reconstruction of sports facilities, through the Totocalcio .
This is why at Sisal we support people in achieving set goals, guiding corporate transformation through an inclusive culture oriented towards technological and human development. We constantly invest in their professional growth, the development of skills and their well-being, creating digital-oriented life-long learning and reskilling programs and processes. We are also committed to promoting talent and promoting self-learning and people's employability, as well as a correct work-life balance.
Our Values
Responsibility
People
Innovation
Talent growth and development
Sisal offers everyone the opportunity to invest in their own growth through an innovative training proposal, focusing on people's employability and self-development and on a widespread culture.
Learning is a continuous process that allows people to acquire and develop their skills, increase their potential and, at the same time, maintain a competitive level of innovation for the organisation. Sisal creates a dynamic and stimulating learning environment with targeted training programmes and initiatives, fostering the development of people's full potential and contributing to the company's success.
Diversity and Inclusion
DEI's initiatives ensure that the values of fairness, inclusion and respect for diversity are at the heart of our corporate culture. An inclusive work environment generates serenity, well-being and a sense of belonging, allowing people to express themselves and their potential in freedom. This is why, in recent years, Sisal has embarked on a path of cultural change oriented towards inclusion: every day we are committed to ensuring that respect for diversity is increasingly central to our company culture and reflected in each of our projects. This commitment is formalised in our corporate Vision and in the goals we have set for 2030, including Zero Gender Pay Gap, Zero Disability Gap, Gender Equity and Women's Empowerment.
International & Digital Transformation
TALENT MANAGEMENT
Working at Sisal for us means being part of an international Group characterised by an innovative, dynamic and stimulating context where we promote a culture of continuous improvement with the aim of generating value for both the company and its people.
We are committed to creating a corporate context that makes people feel valued, where they have the opportunity to develop their potential, in whatever form this is expressed, with the aim of improving themselves and the environment in which they work.
The growth of our people fuels our shared ambition to create a sustainable future; we want to unleash the potential of our people by making Sisal a place where they can belong, grow and improve.
Talent Management represents a central tool for Sisal to ensure the growth and development of people, through a strategic and holistic approach integrated with all HR processes. We are committed to enhancing the value of the people who work at Sisal, ensuring that the organisation can count on competent and motivated people who can contribute to the achievement of the company's objectives.
Our Talent Management approach includes three key processes:
- Performance Management & Recognition Programme
- Potential Identification
- Career Management.
Performance & Career
Performance Management
Performance Management is a process that facilitates the management of people, with the aim of observing and evaluating their annual performance and orienting them towards the achievement of company objectives with behaviours aligned to the group's core values.
The Performance system is a homogeneous and strategic process of annual performance evaluation that recognises the contribution of people both in terms of goals achieved and skills acted upon, aligned to the company's core behaviours.
The process promotes the continuous feedback tool in order to facilitate a culture of continuous improvement and facilitates the management and enhancement of potential with a view to personal and professional development.
In addition, at Sisal we value the commitment of our people and the way they achieve company objectives through the Recognition Program, which rewards, with various formal and tangible initiatives of recognition and appreciation, those who have distinguished themselves during the year with outstanding performance.
Identifying Potential
At Sisal we adopt a Talent Management Framework (TM), a strategic and holistic approach aimed at identifying people's potential and facilitating their development, anticipating and supporting the development of people by managers, in tune with organisational needs. It also helps to identify the critical capabilities the company is looking for and in whom they can be found. The inclusive approach provides greater clarity about the people in the company and their potential.The Talent Framework adopts a series of tools that enable the identification of people and their potential, to grow in their role, to fill roles with greater responsibility, both horizontally and vertically, and people who need special actions to improve their performance.
This approach also makes it possible to recognise people who have critical and distinctive capabilities for the business and to define 'succession planning', thus mitigating business risks related to succession and preserving key positions.
Career
Working at Sisal means being part of an international group characterized by an innovative, dynamic and stimulating environment where we promote the culture of continuous improvement.
We value people and create the conditions for nurturing the talent we recognize in people who are open to every possibility of improving themselves and the environment in which they operate.
We facilitate the path of personal and professional growth by recognizing the contribution of people in terms of skills applied and objectives achieved.
At Sisal, Career Management is designed to offer all people clear development prospects by sharing the factors that enable fair, transparent and structured growth paths and, at the same time, speeding up the career path for those with high potential.
The career framework is based on specific, well-communicated criteria, in order to enable the growth of people where we consider role responsibilities, professional strength and competences.
Career Management enables us to:
1. Create a growth-based career culture to develop key people and key skills
2. Overcome organisational barriers and integrate the organisation through horizontal, cross-business and international mobility
3. Support the evolution of people working in Sisal by ensuring the updating and development of new skills
4. Train management skills to support personal and professional development
How we involve people
We carry out projects dedicated to the creation and implementation of innovative and efficient work tools that constantly improve people's experience and foster engagement at all levels.
Survey NPE
On a quarterly basis, we monitor the internal business climate through a survey aimed at employees, based on the Net Promoter Employee (NPE) methodology, which measures the potential willingness of employees to promote the company in terms of working environment. In addition to regularly tracking employee satisfaction, the survey also aims to understand the improvement actions to be implemented in response to the results collected.
The objective is to constantly monitor the internal business climate also through understanding the positive actions (to strengthen them and evolve them into best practices) and the negative ones (to resolve them and prevent them from becoming systemic).
It is based on the evaluation from 0 to 10 provided to the question "How much would you recommend a relative, friend or acquaintance to work at Sisal?", whose votes are divided according to the following 3 categories:
- Promoters (from 9 to 10)
- Passives (from 7 to 8)
- Detractors (from 0 to 6)
Both the promoters' and detractors' votes are accompanied by comments explaining the reasons for the data. The value of the NPE, expressed as a percentage, represents the difference between the value of the Promoters and that of the Detractors. We therefore found that in Sisal the former outnumber the latter by a margin of 22%.
