Investing in our employees

At Devon, we listen to our employees. We value our people and invest in their success. Devon focuses on providing personally and professionally fulfilling careers, meaningful benefits and compensation, and a sense of inclusion and belonging. Our workforce is central to and drives our long-term success. We are at our best when all employees are heard, valued and included.

Employee-focused learning opportunities

One of our values includes learning and challenging ourselves and each other to be the best and deliver results. Our employee development focuses on equipping leaders to support individual and team performance and growth and to help employees focus on how they can make an impact every day.

We continuously look to build upon these actions and incorporate feedback from employees. Feedback is gathered bi-annually through two all-employee pulse surveys. As a result of these surveys, we are able to better understand what our employees are interested in learning and their focus areas for development.

Our learning strategy directly responds to employees’ desire to develop a variety of professional, technical, technological and leadership development skills, and uses different ways to develop them. Devon’s learning ecosystem provides individualized and shared learning paths that balance learners’ needs with the company’s business priorities. To meet the various learning needs, Devon provides internally and externally supported content and facilitation. Devon leaders support learning with coaching, feedback and on-the-job application.

Devon’s learning and development approach
Devon’s learning and development approach - developing a variety of skills through different ways of learning

Partnering with Harvard Corporate Learning, Oklahoma State University, the University of Oklahoma and LinkedIn Learning, our development opportunities include:

  • Leadership training to build and reinforce fundamental leadership skills at the front line and mid-level, and inclusive leadership awareness and skills.
  • Professional training to build technical, business, and financial acumen, and technology skills.
  • Executive coaching with specific development objectives for improving individual and organizational performance.
  • Employee pulse surveys and 360-degree feedback to equip leaders to interpret and take action on feedback.

A key component of the ecosystem is the Learning Network, which is a forum for all Devon employees leading the various training development efforts across the organization. It is an opportunity to share current learning needs, feedback from learners and best practices. Together, these learning and development specialists and technical subject matter experts assess and meet employees’ varied learning and development needs.

Listening to employees and acting on their feedback

Devon surveys our employees at least twice per year to understand their work experiences and continuously improve how we support team performance. In our October 2023 pulse survey, 86% of our employees responded to questions on employee engagement, culture and change, leadership, career development, inclusion and psychological safety.

Overall employee engagement rose from an already high rating of 82 to 84, nine points higher than a global benchmark. In addition to engagement, employees gave the highest scores to leadership expectations for high performance, leaders seeking employee input and perspectives, making decisions fairly and without favoritism, and being able to successfully balance their work and personal lives. Employee ratings were stable or increased from the April 2023 to the October 2023 survey and Devon scored higher than a global benchmark on all but one of the survey questions, related to career advancement.

We take this feedback seriously and provide dashboards to help team leaders review, share and act on team-specific findings. Our human resources group reviews the results to identify companywide trends and opportunities for improvement.

Meaningful compensation, benefits and work practices

We value employees who are open and honest, take ownership and contribute to our company objectives. To cultivate a workforce with these qualities, we start with offering equitable opportunity in all aspects of employment and providing competitive compensation and benefits.

Devon offers equitable pay. Salaries of female and minority employees are, on average, positioned equivalently (+/-2% relative to the applicable pay grade) to those of male and non-minority peers. All Devon employees make $20/hour or more. We encourage a sharp focus on results by giving every employee an equity stake in our business through annual stock awards and the opportunity to receive an annual cash bonus based on individual performance and Devon’s overall performance on annual corporate goals.

We measure our performance, benchmark against our industry and look for ways to further align our compensation practices with our aspirations.

Expanding access to mental health resources

Devon recognizes that stress, depression and other common mental health issues can affect our employees’ well-being and productivity. We offer a wide range of mental health resources to help employees maintain mental health fitness and access mental health services when they need them. In addition to traditional behavioral health benefits, our medical health plan offers a cognitive behavioral therapy program to address anxiety, depression, substance abuse and other concerns. On-site counseling at Devon’s Oklahoma City clinic, the Doc, is available with telehealth options also available to field employees. A dedicated intranet site consolidates mental health resources in one place to make it easy and convenient for employees to find the care they need. Based on positive feedback in the field, we continue to have honest discussions about mental health and share information to encourage our workforce to access resources.

We expanded our mental health offerings in 2023 to create a culture of openness and support where employees feel comfortable discussing mental health concerns and seeking help when needed. Devon’s “It’s Okay” initiative was introduced by our CEO to normalize the topic. Through short videos, our chief operating officer and other leaders shared personal stories about how mental health issues impacted them and encouraged employees to seek help when needed.


The “It’s Okay” initiative was introduced to share personal stories about the impact of mental health issues from the CEO and other leaders.


We launched a mental health awareness training for leaders who have employees directly reporting to them. Taught by a behavioral health specialist from the Doc, the training helps leaders recognize mental health concerns and equips them to provide a supportive environment for their employees. At the conclusion of the initial sessions in the first quarter of 2024, 64% of Devon leaders at all levels across the company in Oklahoma and across the field had attended the training. Our new mental health partner, Lyra, is helping us gauge the effectiveness of the sessions as we continue looking for ways to enhance the employee experience at Devon.

Employee wellness

Devon believes in supporting the well-being of our employees, who balance multiple roles and responsibilities in their personal lives, while delivering results for the company. We consider these expectations when developing programs that can meaningfully improve our employees’ physical, mental and financial well-being.

Since establishing our wellness program in 2012, Devon has focused on prevention, convenient tools and high-quality programs. This has contributed to strong productivity and engagement, low absenteeism and high retention rates.

Employees tell us that our offerings help them improve their health and make healthy lifestyle changes. This is why we’ve maintained the most effective core programs, even during years when we cut costs across the company.

Tools and strategies for financial wellness

Concerns about debt, retirement and other personal finance issues can affect an employee’s sense of wellbeing. Our financial wellness program offers confidential and unbiased financial guidance and resources at no cost to employees. These include third-party financial assessments and web-based workshops. Employees can also meet one-on-one with a third-party financial expert once a quarter. By keeping employees informed about the importance of retirement savings, Devon has reached the top of our industry for 401(k) retirement contributions (99.2% of employees participate) and the percentage of paycheck contributions (6.6% of paycheck contributed).

We believe healthy, happy employees who feel financially secure are more likely to come to work ready to give Devon their best effort.