SAN JUAN, Puerto Rico — Following the integration with another telecom company in 2012, Liberty Puerto Rico’s leadership sought to cultivate a workplace where accountability, passion, collaboration, professionalism and success would thrive.
A people strategy was created to align employees and the organization to transform the company’s customer experience, and it has worked. Dedicated employees have a sense of ownership in their organization and seek continuous improvement for themselves and their teams.
Liberty values learning and invests in the development of its people. New employees complete a structured 15-day training program as a part of the company’s onboarding process. Liberty U-Corporate University features a faculty of 40 certified trainers who expose new hires to the telecommunications industry, the company and the brand history. LU partners with universities to offer Liberty employees English classes and management and leadership training programs. This investment in human capital has slowed the turnover rate significantly.
Continuous improvement is also valued. Employees and managers work together to create plans that address short-term development objectives and longer-term career aspirations. The company celebrates individual and collective contributions that are aligned with organizational values, goals and metrics.
Liberty Puerto Rico: San Juan, Puerto Rico
This content is disabled due to your privacy settings. To re-enable, please adjust your cookie preferences.
Additional workplace practices
Health and Safety
- Monthly safety trainings to all technical, field and facilities employees.
- Wise & Well with Liberty is a comprehensive wellness program dedicated to nutrition, health screenings, smoking cessation, fitness, mental health and community involvement.
Employee Recognition
PROMOTED pin, presented in a brochure with a message from the CEO, when an employee is promoted.
Work-life Balance
- Flexible work arrangements and mobility support (e.g., laptops, smartphones with data plans) for eligible employees.
- Support for employees after Hurricane Maria in 2017: Created a foundation to provide aid to those in need, including food, water, batteries, LED solar-powered lights, and ATM and beauty services, and financial planning workshops.
Employee Involvement
Online SPARK platform where employees can generate ideas and collaborate in teams to create solutions to real business issues; idea with most employee votes is given budget for implementation.
Outcomes
- Liberty’s customer loyalty scores have improved significantly within the past two years.
- Employee referrals jumped 20 percent as staff encourage other high performing individuals to join the company.
- Low absenteeism and turnover; more than 65 percent of employees have a tenure of at least four years.
- Retention rate for new hires is 85 percent after one year, turnover is less than 10 percent.