In today’s dynamic technological landscape, a company’s culture transcends a mere tagline; it becomes a core element shaping its identity and interactions. Unisys, an American multinational information technology (IT) services and consulting company, exemplifies this understanding.
In late 2022, the company, embarked on a comprehensive transformation journey. This initiative aimed not just to rebrand Unisys but also to redefine its internal culture. The focus extended beyond mere rebranding; it aimed to achieve alignment between internal values and external identity.
This initiative culminated in the creation of a “Winning Culture”—a set of core values and behaviours designed to foster employee engagement, drive innovation, and propel Unisys toward sustainable growth.
The heart of this winning culture lies in four key behaviours: exploration, experimentation, agility, and ownership. “These behaviours go beyond mere technical skills,” explains Avneet Hora, senior director, human resources, Unisys India. “They represent a proactive and adaptable mindset, allowing us to respond effectively to market changes and meet client needs.”
“We provide a safe environment for experimentation, enabling associates to learn from both successes and setbacks.”
Avneet Hora, senior director, human resources, Unisys India
To translate these behaviours into action, Unisys has implemented a comprehensive training strategy. The company offers AI education for all employees, including Gen AI concepts. This training is further tailored according to roles: leadership teams receive briefings on the strategic implications of AI, while client-facing teams learn how to communicate AI solutions effectively.
Unisys’ skill-development strategy is a two-pronged approach. Internal training initiatives are complemented by external avenues like certification courses and targeted recruitment. This ensures a balance of theoretical knowledge and practical experience. The ‘UGrow’ programme, born in India and now a global initiative, exemplifies this. It focuses on specialised technologies, addressing recruitment, retention, and training challenges. Unisys also fosters a culture of continuous learning through ‘UGrow’, and provides employees with access to training and development opportunities aligned with their individual career aspirations.
Unisys understands cultural transformation starts at the top. Leaders champion the Winning Culture, embodying its core behaviours through their decisions. Leadership training programmes further equip them to drive cultural change. “In 2023, we invested heavily in aligning leaders with the principles of the Winning Culture,” Hora explains. “These programmes emphasise leading with curiosity, embracing experimentation, and fostering a culture of accountability and agility.”
Beyond skills, Unisys fosters a culture of curiosity and innovation. Associates are encouraged to explore new ideas without fear of failure. They are empowered to pursue their ideas, supported by an ecosystem of technology and project-management teams who help refine and implement promising concepts. “We provide a safe environment for experimentation, enabling associates to learn from both successes and setbacks,” says Hora. This fosters a culture of continuous learning and growth.
This focus on a vibrant and inclusive work environment extends beyond skills development. Unisys fosters employee engagement through various associate-interest groups, talent showcases, and initiatives promoting diversity, equity, and corporate social responsibility. These groups bring together colleagues with shared interests, fostering collaboration and a sense of community.
Retaining talent is equally crucial. The ‘UBelong’ programme enhances the candidate experience from the very first interaction with Unisys. Recognising the need to address offer dropouts, Unisys revamped its engagement strategy. UBelong starts early, providing robust support throughout the first year, ensuring a smooth transition and maximising retention.
The onboarding journey begins with offer acceptance. The company communicates regularly, with CEO videos and interactions between the hiring manager, recruiter, and new employee. The first day is carefully curated, including a branded welcome kit. Training is carefully curated, with critical information delivered in the initial week and other sessions spread out over three months to avoid overwhelming new employees. “We prioritise offering training when they are needed, rather than bombarding them with numerous sessions on their first day,” emphasises Hora.
Ubelong tailors the onboarding process to individual needs. Additionally, the programme adopts a “persona-based” approach, tailoring information based on the employee’s experience level and role. New people managers receive training on tools such as HCM and performance management processes, while others may not. Following onboarding, regular check-ins between leaders and associates ensure ongoing engagement and address any issues. HR supports this through skip-level meetings and one-on-one sessions, creating a balanced ecosystem. A half-yearly performance management cycle maintains accountability and alignment with organisational goals.
Unisys prioritises feedback throughout the onboarding journey. Surveys conducted after onboarding allow the company to gauge individual experiences and preferences, leading to continuous improvement. This data-driven approach has yielded tangible benefits, including a significant reduction in early-talent attrition rates over the past 18 months.
Looking ahead, Unisys’ Winning Culture positions the company to navigate the challenges and opportunities of the AI age. By empowering its employees, fostering innovation, and cultivating a vibrant work environment, Unisys is well-positioned for continued success.
