Mission: We’re constantly evolving and adapting to meet our clients’ needs. CWT is the partner of choice, whatever clients want their travel or meetings program to achieve.
At CWT, employees feel a genuine respect for one another, act with ...
We emphasize talent management within CWT, because we know it’s key to helping the company thrive in today’s and tomorrow’s competitive, complex environment. It also helps us meet our employees’ expectations to be successful, to develop and to enhance their career by offering meaningful roles based on a good work-life balance. Find out more about our talent management approach to meet the business challenges of tomorrow.
Our talent review process
We aim to attract, develop and retain people with the right talents to help our business grow. As part of our talent management approach, we have developed a talent review process. We hold talent development reviews quarterly, identifying talent to promote to new roles. Additional we have anchored our people development practice into our annual performance management cycle as well.
Everyone in our talent pool is expected to do a 360° feedback survey on regular basis. They receive feedback from their managers, peers and subordinates as well. It’s a basic input for their individual development plans.
Identifying and developing a strong talent pipeline
Solid succession planning is a pre-requisite for building sustainable leadership bench strength. We are passionate about identifying and developing our own future leaders! We believe that a proven track record and sustainable, strong performance is essential when considering someone’s potential. Our global talent review process is an important enabler to give our people the opportunity to join the talent program, if they have the aspiration and the abilities.
Leadership development programs
Our programs guide leaders to the right development at the right time in their careers. Our talent development system includes a strong leadership development curriculum, early talent identification and international mobility. The programs also establish clear leadership expectations and give individuals the information they need to support their development, fuel sustained success, and prepare for the future.
As a high-performance organization, we're always striving to improve the way we work by:
"It feels great to be at a company that recognizes my work."
- Renann Herminio Vacari, Operational Supervisor, Brazil -
CWT’s performance management philosophy
We set out the route to your success at CWT. The regular dialog between you and your manager around performance are critical for your personal and professional development.
The CWT performance management approach aims to evaluate your past performance and set your performance and development/career plan for the future reward. We recognize your contribution to the success to CWT.
A yearly cycle of development & recognition
Managers meet with you mid-way through the year. It’s a chance to discuss how you’re progressing with your goals, how you’re achieving them, and what you need in terms of development and support in achieving those goals. It is also an opportunity to discuss your career development plan.
We give our employees learning opportunities to help them improve their performance, adapt to change, and achieve real business results. Our collective success rests on our ability to grow our talents within our organization. Leadership skills, like all learning needs, continue to evolve and adapt to meet the changing conditions of our global marketplace.
We have identified leadership success factors and what it takes to become a successful leader in CWT. Those factors are described in the Leadership Compass to help us “navigate” to what is most important for successful leadership at CWT. The Leadership Compass guides us towards stronger results as an organization, as managers and as individuals, and is summed up in five leadership success factors.
Carlson Wagonlit Travel is committed to providing learning that enable our employees to improve performance, adapt to change, and achieve business results. CWT University is the online place where your learning and development journey begins. It provides you access to all our training opportunities in one, easy-to-find online place. It offers individualized learning tracks which your supervisors can monitor and manage to support your career and development goals.
CWT University at a glance...
One centralized online site for training content
Can push or assign specific curriculum elements to an audience or group
Searchable catalog, making course information easy to locate
Gives flexibility around the timing and method of learning
Supports budget and schedule management to optimize the use of costs and time
Traveler services core curriculum
Travel Counselors are the largest population within CWT, and they play a key role in our overall performance. The Traveler Services Core Curriculum is our global training initiative, covering all Traveler Services employees worldwide. It consists of over 50 courses, rolled out in quarterly waves. It gives employees a common foundation, no matter where they are, what line of business or service configuration they work in.
Users can access updates and other details through CWT Online, CWT University and via Yammer, our internal social network.
We are committed to meeting travelers’ expectations for a high-quality booking experience, no matter where they call us.Our Operational Excellence initiative is designed to promote the behaviors, processes and leadership skills that will secure a sustainable future for us as the world’s best.
Operational Excellence is a formal program that analyzes our processes, tools and people to make sure we deliver the most effective, consistent and pleasant experience to every traveler. The program is built around a Model Business Travel Center, an “ideal site” that acts as a benchmark for CWT’s global standards.
The Operational Excellence process covers everything from a site’s staffing and leadership to its processes, training and client satisfaction levels. This helps us lower our operating costs as well as deliver the best service we can to our customers.
Benefits of the Operational Excellence program:
With 19,000 employees representing over 100 nationalities and different ways of life, we value the unique perspective our diverse workforce brings to our business. Through the diversity of our employees, we aim to reflect the richness of our global business environment.
"CWT is a very open workplace and allows people to be themselves. Diversity is one of the most engaging aspects of CWT's departments."
- Jason Ellingson, Project Manager Hotel Solutions Group -
CWT's Code of Business Ethics & Conduct confirms our commitment to recognizing and respecting people from different backgrounds and nationalities, and to leveraging their different perspectives in how we do business. On CWT Yammer, our internal social network, we have a Diversity & Inclusion group which is open for anyone to join.
Cultural diversity—and by extension, inclusiveness—is one of the six global core values for all employees. This guiding principle is part of how we conduct business every day, and includes:
These same values are reflected in our recruitment process, which is designed to not only select the most suitable candidates, but to adhere to all local regulations. This process also respects company policy regarding non-discrimination, equal opportunity and recruitment by competency.
"Retaining talent is our priority, regardless of race and culture."
- Jessica Lim, Finance Director Southeast Asia & Hong Kong, Singapore
"Teamwork and knowledge-sharing are common practice."
- Andreas Worgul, Senior Consultant Air Solutions Group EMEA, France -
Telecommuting Program, North America
Full-time employees with a safe, quiet and suitable place to work at home and a good network connection can work at home, on the road, or in a satellite location. We only ask that they are able to work with minimal supervision, have a strong track record and their manager’s permission.
Award-winning Work@Home Program, Netherlands
Carlson Wagonlit Travel Netherlands won the TelewerkJaarprijs 2010 “Telework” award for its Work@Home program.
Employees can work from home from a half day to several days a week.
Several other CWT units in Europe also offer work at home opportunities, including Belgium, Denmark, Germany, Poland, Sweden, Switzerland and the UK and Ireland.
Family Week and India Day, India
The Employee Engagement Team at CWT India organized a special set of events during Spring 2012 to help employees manage a healthy work-life balance and take time to appreciate and thank family members who provide support on an ongoing basis
Celebrations started on May 28 with CWT India Day, followed by Family Week. The events culminated with Taare Zameen Par – a Gift for Children Program. Games, activities, lunches and tours of the offices were organized throughout the week.
"CWT knows how to manage the work/life balance of its employees, while managing the business with their partners. That is the mark of a true leader, managing well both internally and externally."
- Prerna Grover, Senior Travel Counselor, India -
Company Outing Weekend, Indonesia
In 2012, CWT Indonesia invited its staff from all over the country to an annual company weekend. Staff had the chance to spend face-to-face time with colleagues they normally only keep in touch with by email. Outstanding employees were recognized and celebrated, and there were parlor games and door prizes on offer too.
I have been working at Carlson Wagonlit Travel full-time
- work and personal life balance
- good benefits
No cons at this time
I applied online. The process took 6 weeks. I interviewed at Carlson Wagonlit Travel (Chicago, IL).
I was applying for a manager job based in Chicago. I had 6 interviews. First was the recruiter to screen me and check salary requirements, which was met. I went on to have 5 more interviews. Some easy, and others a little more difficult. After I took off work to attend every interview, I was not given the offer. First, it took 6 interviews to figure out I was not the right candidate, due to salary requirements? if they do not have respect for my time, before the job, will they have it after I was an employee... probably not. I think their reason was not the real reason, after they know my requirements from the first interview. I hope they can find someone who will work as hard as they said the job will be, and get paid less than me.
Let us know if we're missing any workplace or industry recognition –