Currys
approach
to careers

Our approach to careers

We want you to achieve your personal best

But you’re not running solo: we’ll be with you, every step of the way.

Find out what you need to be doing, and what you can expect from your manager and from the business.

Click here to view our career philosophy

Career Growth at Currys is a partnership between Colleagues, Managers and our organisation.

Click on the diagram to learn more

You

Consistently delivering business results
Identifying and sharing your career aspirations
Continually developing your functional and leadership/people management skills
Building development plans and taking ownership for their completion
Developing a potential successor
Regularly seeking feedback from managers, peers and direct reports about how you can improve
Building broad and diverse networks with others in the organisation
Looking for opportunities to grow (critical experiences)

Your manager

Providing developmental coaching
Giving timely and actionable performance feedback
Understanding your career aspirations
Supporting you in refining and following through your development plan
Discussing potential future roles with you and how these might fit with your aspirations

Currys

Creating a culture where you can be at your best
Helping you understand what you need to do to succeed
Providing information and development platforms (Peak Performance, On the Pulse) to help colleagues understand how to succeed at Currys
Offering formal training to supplement these experiences and enhance skill sets
Recognising and rewarding your contributions

Growing your career with Currys

So, we all have a part to play in your development. Our career growth model shows how, by working together, we’ll help you succeed.
Click on the key elements to find out more about each one.

Leadership & People
Management Expectations

Successful performance

A successful performance is key to growing your career with Currys.

When measuring your performance, we look at ‘what’ you deliver (meeting our strategic priorities) as well as ‘how’ you deliver (living our values).

You need great results in both to be considered for future job opportunities.

To learn more about Peak Performance, go to People Place/Peak Performance.

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Individual aspirations

Like any good coach, we’ll check in with you regularly throughout the year to discuss your progress and your career aspirations.

How to ACE your career conversations: when sitting down with your manager to talk about your career aspirations, follow the ACE framework.

A

Aspiration

What are my career aspirations?

Aspiration

What career opportunities would be meaningful and exciting?
What kinds of experiences, outside of your current area appeal to you?
Are you willing to take on tough assignments challenging circumstances to serve your long-term career aspirations?
How strong is your internal and external network?

C

Capability

What are my
strengths /opportunities?

Capability

What results are you most proud of?
Which strengths could you develop further?
What are you doing to expand your areas of functional expertise?
What external networks could you be part of?
What would a critical experience look like for you?
What development/experiences do you need to achieve your career goals?

E

Engagement

What motivates
and energises me?

Engagement

What do you enjoy most about working at Currys?
What do you need from your role and us to remain engaged?
How well are your needs being met?
How well is your manager supporting your engagement? Is there anything they can do differently?
How can we continue to support you?

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Leadership and people management expectations

Leadership and people management strengths are important for more senior roles.

So, the more you grow and develop these skills, the better prepared you’ll be for bigger opportunities in the future.

Our People Managers capability framework sets out our expectations.

When we look at your leadership and management capabilities, we can consider the following questions:

have you demonstrated a particular leadership strength consistently?
how has your leadership/management ability grown over time?
have you improved your impact on the organisation?
have you created an inclusive work environment?
who have you developed ?
what is the turnover in your group?
do you have the skills to take on a more senior role?

View our People Managers capability framework

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Functional excellence

Becoming an expert at what you do is important for your personal growth and career development.

For example, if you’re a sales manager, you need to develop an intimate understanding of the sales process and how to drive sales growth.

If you work in Finance, you’ll need a strong command of the technical elements.

We expect every one of our colleagues to be committed to building their functional expertise, whatever it may be.

There are different ways to grow your expertise depending on where you work: some formal, some informal. Whatever the approach, gaining experience in different areas and different roles is key to your development.

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Critical experiences

There are three types of critical experiences: functional, leadership and broadening.

Functional experiences are determined by the needs of your business area – for example, exposure to strategic planning or net revenue management.

Leadership experiences are made up of people interactions. They include leading frontline colleagues and managers, and managing multiple functions or matrix relationships. These experiences build your people management capability.

Broadening experiences give you new perspectives – for example, by working in cross-functional, cross-category or omni-channel roles, or by transferring to a group role from a field role, or vice versa.

You can gain critical experiences by taking on a new role, working in a new environment or by participating in projects. One role or long-term project can give you more than one critical experience.

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Future business needs

Advances in technology, changing demographics and customer behaviour, and environmental and economic challenges all impact the market in which we operate.

To remain competitive, and to be successful as a business, we must continue to review how we operate. This is why we launched our Winning Together operating model. It puts customers at the forefront of every decision we make.

But new ways of operating mean that roles and responsibilities change. So when we think about careers, it’s not always helpful to focus on a specific role or job title. Instead, think about growth experiences that will support your overall career aspirations.

View our
Winning Together Operating model

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Career opportunities

You can find out about the opportunities available in our business on the Currys Careers portal. When considering your next move:

think about experiences that will stretch you.
be flexible. The more open you are to new experiences, the wider the range of opportunities that will be available for you.
be patient. Don’t put pressure on yourself by imposing unrealistic expectations.
don’t move for the sake of moving. Make sure the opportunity fits with your personal goals and gives you the opportunity to learn or demonstrate something new.
build for the long term. It’s unlikely that every move you make will be upwards. Lateral moves can help you towards your long-term goals.

Explore
the Currys
Careers portal

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Next section: Get in the game

Currys approach to careers

Our approach to careers

Click here to view our career philosophy

Currys career philosophy

Career Growth at Currys is a partnership between Colleagues, Managers and our organisation. Click on the diagram to learn more

Career Growth at Currys is a partnership between Colleagues, Managers and our organisation. Click on the diagram to learn more

You

Your manager

Currys

Growing your career with Currys

Successful Performance

IndividualAspirations

Leadership & PeopleManagement Expectations

Functional Excellence

Critical Experiences

Career Opportunities

Business Needs

Business Needs

Career Opportunities

Successful performance

Individual aspirations

A

Aspiration

What are my career aspirations?

Aspiration

C

Capability

What are mystrengths /opportunities?

Capability

E

Engagement

What motivatesand energises me?

Engagement

Leadership and people management expectations

When we look at your leadership and management capabilities, we can consider the following questions:

View our People Managers capability framework

Our new expectations for People Managers

Functional excellence

Critical experiences

Future business needs

View ourWinning Together Operating model

Career opportunities

Explore the Currys Careers portal

Currys
approach
to careers

Career Growth at Currys is a partnership between Colleagues, Managers and our organisation.

Click on the diagram to learn more

Career Growth at Currys is a partnership between Colleagues, Managers and our organisation.

Click on the diagram to learn more

Successful
Performance

Individual
Aspirations

Leadership & People
Management Expectations

Career
Opportunities

Business
Needs

Business
Needs

Career
Opportunities

What are my
strengths /opportunities?

What motivates
and energises me?

View our
Winning Together Operating model

Explore
the Currys
Careers portal