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Employee Development


At Sprint, we believe there are two key areas of responsibility when it comes to employee development: an employee is responsible for his or her own skill and career development, while the employee's manager is responsible for supporting him or her in this effort. To this end, Sprint offers an array of tools to help both employees and managers.

The resources available to employees and managers for career development include:

  • Career Management Toolkit: This online career management toolkit is available to all employees. It includes a strategic roadmap for employees to follow along with assessments and activities that support career planning, including a career initiative assessment, mentoring, networking, talent sort and twenty-year journey activities. Upon completion of some assessments, there are recommended actions for the employee. Employees are encouraged to incorporate these actions into their Performance Management Individual Development Plan and discuss them with their manager. The toolkit also provides information on career options, including a map of job families at Sprint with a link to our online job posting system.
  • Career Coaching Toolkit: This online career coaching toolkit is available to all people managers. It includes a strategic roadmap for developing, retaining and engaging talent through career conversations. This toolkit provides worksheets, tips, tools and assessments to help the manager have productive career and development conversations with their employees.
  • Career Series Webcast: The "It's All About You" career series is a six-part career-development webcast targeted to our front-line employees who are members of an Employee Resources Group (ERG), but has been opened up to all Sprint employees. It follows the Career Management Toolkit strategic roadmap. In addition to the live webcast, the sessions are also available for replay via SprintCast, Sprint's internal webcasting tool. Currently, it is one of the most watched webcasts with over 4,500 employee viewings.

Many training and skill development tools are developed and managed by Sprint University (SU), an award-winning, nationally recognized learning, development, and performance organization. Sprint University offers employees leading-edge development opportunities, as well as extensive training in areas specific to their job requirements.

The majority of Sprint employees (approximately 60 percent) are frontline customer care or retail/sales support. Sprint University uses a blend of learning methods to enhance employee' skills such as its best-in-class performer-support solutions to imbed learning and tools into work flows for frontline employees, to directly drive business performance improvement.

Sprint employees average 53 training hours annually.

Additionally, Sprint University supports over 5,000 offerings to all employees for personal, skill-based and professional development available on demand, through its online training warehouse. SU supports a specialized online training center specifically designed to prepare employees for industry certification in technical areas, process expertise and project management. Sprint University provides millions of training hours each year. Available training courses include personal and professional development topics such as improving interpersonal skills, building teams, leadership techniques, coping with difficult people and assessments on how co-workers view your skills. All of this training is above and beyond the standard training for our front-line employees and is delivered in a variety of methods including:

  • Online virtual classrooms and simulations
  • Wikis, Communities of Practice, Blogs and other Social Learning applications
  • Job aids and references
  • Books, videos and CD-ROM instruction
  • Context-sensitive online guides
  • Self-directed learning labs
  • Mobile and tablet

Developing quality managers

Sprint Developing Quality ManagersDeveloping quality managers is an important area of focus at Sprint, and Management Quality serves as the foundation for doing this. The effectiveness of our managers is measured through a Management Quality objective on Performance Plans for those who supervise others and centers around three areas:

  • Manage myself: exemplify the Sprint Imperatives.
  • Manage my team: coach and deliver feedback, develop people, recognize effort, reward results, and promote inclusion.
  • Manage my business: align strategy and planning, provide direction and communicate it, understand the business, simplify what we do, and deliver results.

Development and informational tools targeted for managers of people include:

  • Bi-monthly newsletters with management and leadership specific content (i-Lead newsletter)
  • Websites with management and leadership specific news, resources and videos, a one stop shop (i-Lead website and Now Leader website)
  • Webcasts with just-in-time business and leadership specific content to targeted leadership (i-Lead Learning Series, Directors' Forum and Executive Series)
  • Career Coaching toolkit
  • Leadership development roadmaps
  • 360 degree feedback survey
  • Skip level survey

In addition, Sprint people managers model the principles of Management Quality resulting in strong scores for the 2012 Sprint Employee Survey top manager drivers of employee commitment and engagement. These results are benchmarked against other companies and Sprint managers continue to score above benchmark. Employees report the highest satisfaction with their managers holding them accountable for results; clarity of job responsibilities; and confidence that their work is aligned with the company's strategy. Employees indicate that the most important management quality behaviors are making suggestions that help them do their jobs better; encouraging employee development; and providing ongoing feedback and coaching.

For more information on the Employee Survey, see the Engagement and Work/Life Balance section.