How Zoetis encourages employees to develop personally and professionally

Zoetis is a global animal health industry leader, dedicated to supporting customers and their businesses in ever better ways. Building on more than 65 years of experience, we deliver quality medicines, vaccines and diagnostic products, complemented by genetic tests, biodevices and a range of services.

We are working every day to better understand and address the real-world challenges faced by those who raise and care for animals in ways they find truly relevant.

We at Zoetis are proud of our positive company culture and the meaningful role we all play in caring for animals both directly and indirectly. When it comes to our culture, our Core Beliefs are the foundation of the commitments we make to our colleagues, customers and stakeholders every day. They have helped us create an award-winning workplace and become a leading partner of choice in animal health.

We work hard to cultivate an environment where our colleagues can give their best every day and feel supported and empowered to manage their work/life balance whilst continuing to deliver outstanding results for the business. We believe these results come best in an open, diverse and inclusive environment; hence, we strive to build a highly collaborative and well-aligned organization that is fully engaged and understands the strategic objectives and direction.

Our colleagues truly set us apart from other animal health companies when they consistently demonstrate our Core beliefs in everything they do. Their passion and dedication have supported our vision of being the most valued animal health company that is committed to customers’ business and animals in their care.

Zoetis beliefs that our colleagues own and drive their learning journeys at Zoetis, our managers support this through strong focus on IDPs, HR and L&D enable the growth of our colleagues in Zoetis. We are strong proponents of experiential learning and hands-on development.

Whether it’s on-the-job experiences, stretched assignments, business relevant projects or learning through mentors, we work towards actively creating a range of opportunities to learn from each other and develop our next generation of leaders.

We have developed a cluster-wide networking and learning community where colleagues have various opportunities to go beyond the bounds of their own role and country to develop themselves through best practices of other countries and bringing these to their own roles.

We also offer various development programmes such as the Senior Emerging Leaders programme, Leaders’ League forums to focus on building future competencies amongst senior managers and leaders and strengthen our leadership bench within the organization.

With prolonged lockdown conditions, work from home and limited face to face interaction, Zoetis has applied three main principles globally and it is no different in Thailand. We are committed first and foremost to ensure that:

• Our colleagues are being safe, Feeling Safe And feeling supported
• The leadership team has closely monitored the COVID-19 situation and the likely impact on our colleague wellbeing and operations. We have adopted a very agile approach in making necessary adjustments to our daily operations and empowered our colleagues to deliver their commitments with a “safety first” mindset. We have relied on virtual communication tools enabling us to overcome pandemic restrictions and continue to be connected with our customers.
• This year, we launched our Colleague Well-being strategy focusing and prioritizing individual wellness on four fronts – mental, physical, social and financial wellbeing, raising awareness and bringing meaningful initiatives that will engage and support our colleagues.
• A dedicated colleague team named ZEED (Zoetis Energetic Engaging Drive) regularly organizes several activities, such as fitness challenges, mindfulness workshops etc. for our colleagues. The wellbeing strategy has very well engaged the colleagues to develop the healthy Work-From-Home practices, support mind and body wellness as well as encourage sustainability actions at during the lockdown restrictions confining us to our homes.
• Another critical engagement factor during pandemic has been the consistent and frequent communication with our colleagues to share company directions, performance and overall results, virtually recognizing the great work being done by our colleagues and opening up virtual avenues for colleagues to share their challenges of working from home. This has helped us to remain close to the issues affecting our teams and provide necessary and timely support.