Developing people

We understand it as a principal task to develop our employees to the peak of their capabilities by providing state-of-the-art training and coaching.

his also includes talent identification and development through fast lane programs.

The leitmotif for sourcing, assessing and developing talents from job interview through to annual appraisals are the 16 Kuoni Competencies, clustered in 4 categories: Leadership, Business Development, Passion and Performance.

Recognition of people ranks among the most important instruments of leadership. The “Recognition Toolkit” helps managers find the right measures and the right moments to give feedback and reward good performance.

The secret of joy in work is contained in one word – excellence.

Pearl S. Buck


Transperancy: The Kuoni Business Competency model embraces 16 competencies clustered in 4 categories: Leadership, Business Development, Passion and Performance. 
Job relevant competencies are linked to positions. From being candidates and throughout the employment cycle, employees find a transparent set of requirements to compare against.

Clustered in four categories (Leadership, Business Development, Passion and Performance) the 16 Kuoni Business Competencies serve as a framework to evaluate employee performance and to explore talent inside and outside the company. The range reaches from efficiency and commitment to communication and teamwork, from innovation and strategic-conceptual capabilities to leadership, always embedded in the strong guidelines set by the Kuoni Code of Conduct.

The Kuoni Business Competencies form a leitmotif of skill assessment that leads through the cycle of work life from recruiting to annual appraisals and corporate development centres. Candidates are interviewed based on the same competencies required for the job they get evaluated in once on board. Employees receive a constant feedback on competencies they will need for further development. Being assessed against the same common catalogue of competencies supports employees on all levels to identify strengths and development areas.

A transparent, efficient and standardised evaluation and appraisal process provides direction and security for managers and employees to develop and grow to the maximum of their capabilities.


Kuoni brands and companies enjoy a good reputation in consumer markets, we win travel and design awards and score well in graduate rankings. So how about perception within Kuoni? Employee surveys give answers to that question.

Views from the inside: To gain valuable feedback on strengths and development areas for the company group Kuoni Group regularly conducts the employee survey. 

Kuoni encourages employees to share their opinions and give us the opportunity to improve the way we manage the business. The 2014 global survey results show a great appreciation of corporate responsibility and of work environments throughout Kuoni companies. Employees enjoy their daily work tasks and feel supported by their managers. Most of all, however, employees value their peers as respectful partners.

The results of our regular employee surveys also helped identify potential for improvement and give direction for measures to increase employee engagement. In 2011 we have introduced new global standards for employee transfers to improve international mobility within Kuoni. A global internal job platform was introduced in 2012. Manager programs and trainings to improve employee recognition have been successfully implemented.  Survey results serve to improve our employee services and work environments both on global and local scales. To us our “Empower” surveys are as much a communication channel between employees on all levels as they are a compass helping people managers to stay on course.

Recognition and rewards

To find the right measures and the right moment for recognition and feedback sometimes isn’t as easy as it seems. Many a well-deserved “well done” or “thank you” perishes in fast-paced work situations or daily routines.

While a high level of performance is expected throughout the organization, we believe that our employees deserve open feedback and recognition at all times. Kuoni endeavours to support managers in acknowledging and rewarding their teams’ performance. On top of the various leadership trainings offered by the Kuoni Corporate Academy we have set up a “Recognition Toolkit” to help managers find the right measures and the right moments to give feedback and reward good performance.

Inside the “recognition toolkit” Kuoni managers find four components: feedback, coaching, individual recognition and team recognition. Each component builds upon best practice examples and practical tips. Managers can easily identify with their role which is defined for each component separately.

Recognition and rewards for excellent performance can take multiple shapes, following the variety of cultures Kuoni embraces all over the world. But what counts most is adapting to some simple tenets that all our leaders can adopt in their leadership styles to be seen as engaged leaders.