In an era where job-hopping is the norm, Compass Group, a global food service company, stands out for its commitment to fostering long-term careers. This dedication is deeply embedded in the organisation’s culture, resulting in many employees staying with the company for over a decade and climbing the ranks to leadership positions.
“This longevity is not a coincidence; it is a testament to our dedication to career development,” says Manika Awasthi, CPO, Compass Group India. “Employees are encouraged to think long term, exploring various roles within the company to gain diverse expertise and perspectives.”
A cornerstone of Compass Group’s strategy is its Internal Job Policy (IJP). This policy makes employees aware of numerous opportunities within the organisation. The company actively promotes internal job postings through weekly emails and displays them at client sites. Additionally, the ‘Sambandh’ programme ensures that all employees, regardless of location, are aware of available career paths.
The effectiveness of this internal growth culture is evident. “Our business growth of over 60 per cent last year was largely due to internal promotions and opportunities given to our employees, who demonstrated their abilities and contributed significantly to our success,” shares Awasthi.
“Our business growth of over 60 per cent last year was largely due to internal promotions and opportunities given to our employees, who demonstrated their abilities and contributed significantly to our success.”
Manika Awasthi, CPO, Compass Group India
To support employees in their career journeys, Compass Group has implemented various training programmes tailored to different roles and career stages. The Leadership Lab, a two-day intensive development centre, prepares future unit managers and multi-site leaders. The ‘Ignite’ programme builds people-manager skills. These programmes are accessible through the Samar app, creating a ‘training marketplace’ for continuous skill development.
The company customises these training programmes based on departmental needs. During talent reviews, specific training modules are developed to address identified skills gaps. Role-specific training expectations ensure that each department has mandatory training aligned with job requirements. For instance, managerial positions require people-manager training, sales roles need WAMS training, and operations positions require value mapping.
“Our training team must be agile and capable of quickly developing relevant programmes,” reveals Awasthi. “If we foresee a need for gender diversity training at specific sites, we prepare a project team to train individuals on working with different genders.”
To support employees transitioning into new roles, Compass Group ensures certifications and allows them to shadow and learn on the job. The ‘Step-up’ programme, aimed at frontline employees, develops future supervisors, utility services leaders, and storekeepers. Internally-trained individuals are prioritised for promotions, ensuring that home-grown talent is recognised and advanced.
Despite the emphasis on internal mobility, the company maintains a healthy mix of external talent. “If the necessary talent is not available internally for a specific compliance role, due to its highly specialised nature, the position would be sourced externally,” Awasthi explains.
This balance is also reflected in promotion criteria. “We maintain a healthy mix of internal promotions and external hires. Our promotion rate is around 17 per cent or higher, which is quite healthy,” shares Awasthi. “While we can grow someone internally for a regional director role, we may prefer to hire externally for someone who can bring in new clients or possess unique skills we lack internally.”
One challenge with the IJP is its limited scope. “As a global company, we are working on expanding the internal job posting system to include opportunities from around the world,” reveals Awasthi. “This initiative will allow employees to apply for roles in different countries, further enhancing their career prospects and global exposure.”
By providing diverse opportunities, comprehensive training, mentorship, and a strong focus on internal mobility, Compass Group has created an environment where employees can thrive and achieve their career aspirations.
