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In FY26, we are taking an important step forward to activate our culture by introducing a new Performance Development & Total Rewards framework.
This change responds directly to colleague feedback for clearer expectations, more meaningful growth conversations, greater consistency, and a stronger link between impact and rewards. It gives us one shared, simple approach to defining performance and making reward decisions – grounded in our values.
Site Contents
Site Contents
Setting Goals
Goals for Impact
Using SMART Goals
Uploading Your Goals
The Three Dimensions of Impact
The Three Dimensions of Impact
We look at all your goals against your personal impact, how you are contributing to the success of others and how you are developing your capabilities to drive company success. We call these the three dimensions of impact.
You will need to consider these three dimensions when you first set your goals, this will be the standard for how we will lead performance going forward. These AI prompt cards have been developed to help you.
Growing our skills and developing our capabilities to drive company success is one of the three dimensions of impact and should be reflected in our goals. However, we recognise that this may not naturally fit within every goal. In these cases, you can set a dedicated development goal instead.
Whichever approach you take, it should be clear how your growth will be applied to deliver impact and support the success of others.
Find out how to upload your goals at the bottom of this page.
SMART Goals
SMART Goals
Using SMART criteria gives you clarity for your goals. Most of you will already be used to setting SMART goals, or know the acronym and understand what it represents. A reminder that for us, SMART goals are: Specific, Measurable, Achievable, Relevant and Time-bound.
Your managers will also help you be specific about what your impact and growth looks like by the end of the year. For example, what business, customer, operational, or team result must be delivered? This is where SMART discipline matters most.
When to Add Your Goals
When to Add Your Goals
Once you know the goals and priorities of your manager(s), you can start setting your own. Everyone should work on their goal-setting at the start of the financial year and you should have your goals finished and uploaded by mid-May.
Timings for IBIOL, GDC, NDBS and colleagues under Works Councils may differ.
How to Upload Your Goals and Access Our Goal-Setting Template
How to Upload Your Goals and Access Our Goal-Setting Template
Eventually, nearly all of NTT DATA, Inc. will be using a tool called SuccessFactors on a specialist HR platform to upload their goals and record mid-year and year-end discussions with their manager(s). Until then, many colleagues will use a new format in ServiceNow or our goal-setting template uploaded to their legacy systems.
For those of you using legacy platforms (check if this applies to you from the table below). Most of you can use our goal-setting template to start completing your goals. Note: there is a completed example in the appendix to help you.
Remember that for completing your goals for 2025-2026, everyone will need to use the existing legacy systems.
Having one, shared system is another part of our work to unify our work and act as one NTT DATA, Inc.
Which Platform Do I Upload Goals to?
Which Platform Do I Upload Goals to?
Subject to applicable law & to review, consultation, & approval by the applicable Works Council(s) in accordance with local laws & regulatory requirements. Employees shall have no contractual rights, entitlements, or obligations based on the above information, subject to applicable law.
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