Performance will focus on impact and growth conversations throughout the year, not just at year end. 

We define great performance across three dimensions of impact, grounded in our values: 

1. What is your personal impact?

2. How are you contributing to the success of others?

3. How are you developing your capabilities to drive company success?

Each colleague will set up to 4* SMART goals aligned to the three dimensions of impact. People leaders will have one additional goal focused on enabling clarity, growth and impact for their teams. These will be discussed regularly to ensure they remain relevant and impactful.

Our new framework will succeed by managers and colleagues having ongoing and meaningful career and development discussions. These rich conversations will help you identify and build the skills needed for your future and help keep you on track to meet or exceed your goals.

*may vary for NDBS

Our performance development and rewards approach is designed to align and strengthen us as one organization. Manager decisions will be evidence-based, clearly structured and consistent across the business.

As you'd expect, this approach underpins our values. We:

• Respect every voice by using ongoing feedback and multiple perspectives. 

• Think big. Be bold by encouraging people to stretch and apply new capabilities. 

• Deliver the outcome by grounding decisions in evidence and accountability. 

• Win together by valuing collaboration and contribution to the success of others.