At Nestlé, we know that it is our people who set us apart and stimulate our success year after year. We’re only able to hit our targets because our people hit theirs. Our high performance culture puts the emphasis on diversity, innovation and growth, and this enables both individual and organisational growth.
As an experienced professional, you’ll find you have a wider sphere of influence and more freedom than you may have elsewhere. So you’ll be able to broaden or deepen your existing job responsibilities as well as having the opportunity to progress.
- Core factors: These are non-negotiable; they are the qualities you must have if you’re to make the most of all the opportunities we have to offer. They include your sustained performance, the knowledge and skills you have about your function, the business and yourself; plus your leadership skills and critical experience
- Accelerators: This is the name we give to the qualities that will determine how far and how fast you progress and develop. These include your mobility, your flexibility to move between functions and categories, how well you network, and how open you are to new experiences
- Opportunities: These are the factors that are more dependent on circumstances and activities elsewhere in the business. Opportunities can spring from new roles, new positions and new assignments, both locally and overseas
Succession Planning is the way in which we plan career development and fill middle and senior-level jobs. We invest significant management time in this process and nothing is left to chance. Our succession plans cover all the key jobs in Nestlé and include a list of forecasted potential successors for those roles. At any one time, we know exactly how well these successors are performing and their readiness for the next role in their development.
Importantly, our succession plans are created taking into account a holistic view of our employees development path. We understand their career histories, their Performance Evaluation results, the consensus assessment of their potential, and other relevant development data.
Revealing your potential
From experience, we know that to design high-quality development plans it is crucial to apply the 70/20/10 model. This states that experienced-based activity has the highest impact on professional and personal development (70%); relationship-based approaches such as feedback and coaching account for 20% of impact; and training, both formal and self-directed, provides a foundation of knowledge (10%). So with this in mind, we apply a variety of learning approaches to bring the most out of your potential.