FY22 was the first full year of our new performance framework cycle, a four-stage process, with a different focus to the conversation each quarter: objective setting to align and set goals for the year ahead, development discussions to understand our people’s aspirations and development needs, check-in sessions and a formal year-end review.
During the year there was a focus on upskilling our managers giving them the skills they need in the implementation of the framework.
This framework is directly linked to the Strategic Priorities Framework, and individual goals and objectives are ,therefore, directly linked to achieving the five Group SP’s. This creates a line of sight, helping our people to see how the work they do directly contributes to the business success, something we scored well on in our employee engagement survey. It also creates a real sense of purpose in the business, underpinning our culture.
From a people perspective this framework has given us greater visibility to the capability and aspiration of our people and we saw an increase across the business of internal moves and promotions.
