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The script is for internal training only. 2013-01-22 06:28:29 GMT 2013-01-23 18:00:00 (GMT 0) Greenwich Mean Time: Dublin, Edinburgh, Lisbon, London Yes (click here to learn more about ) Closed 0 0 0 direct invitation(s) have been sent by the voice seeker resulting in 0 audition(s) and/or proposal(s) so far. Voice123 SmartCast is seeking 20 auditions and/or proposals for this project (approx.) Invitations sent by SmartCast have resulted in 0 audition(s) and/or proposal(s) so far.
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"As you know Performance for Growth is all about delivering performance, the “what” and the “how” – through our people. It’s about ensuring we each have clarity of direction and know what we need to do and how we do it that adds value and makes a difference to our business performance
There are three major milestones throughout the year as part of this continuous cycle – objective setting, the interim review with a focus on development discussions and planning and the full-year performance review.
Right now we’re going to focus on the first milestone conversation – objective setting.
Here’s the breakdown of how you establish each objective. All objectives need to be aligned with Experian’s global, regional and business line strategy so you should be clear on how what you are doing helps Experian deliver its overall goals. The Performance for Growth form has an objective setting section to capture this conversation. However employees and managers are expected to act as a partnership to achieve this – both taking ownership of the process.
Now let’s break down the conversation into stages.
Before the meeting:
Be prepared. Managers should share their objectives as an overview if they have them. These will set the strategic context for the employee’s objectives. Employees should then draft their own objectives based on these and their understanding of the priorities for next year.
Remember to use SMART objectives. And include consideration of what will be achieved and how this will be done.
During the meeting:
Review the draft objectives together and align on the ‘what’ and the ‘how’. Make sure they all align with the business strategy. Agree any key milestones and timelines.
After the meeting:
Agree how you’ll follow up on progress and check in on performance delivery. – there may be three key discussions during the year, but this should be an on-going conversation.
This partnership mind-set is essential in having more successful performance conversations and helping everyone be more effective.
There are other Performance for Growth resources to help you, so remember to also check these out on Zoom."
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