 Our ambitious business goals require that our leaders lead in such a way that Philips wins in existing and emerging markets and takes a leading role in creating new markets and businesses. Realizing these goals necessitates a high level of determination and commitment to deliver significant business results. On top of this, it also sets demands for how they behave, because that creates or destroys value for the company. For example: Do they champion their people’s growth? Do they inspire commitment? These are important traits that create value for our company and our employees at the same time.
At Philips, we are being explicit about how we want our leaders to lead — through our Values, our Leadership Competencies and our Brand Promise — and this is integrated into the key decisions we take on leaders. In key development and coaching programs for leaders, we place great emphasis on the people leadership skills of our managers.
In addition, we regularly monitor how we are all working together, and implement initiatives to enhance teamwork and performance. These include:
- Employee Engagement
We measure the progress of our people initiatives through our annual Employee Engagement Survey. In 2007, the response was 92%, up from 85% in 2006, and the Employee Engagement Index figure rose to 64%, from 61% in 2006. Our goal is to reach the high-performance norm of 70% by 2009. We are using the results to develop action plans for improvements.
- People Performance
Managing the performance and development of our employees go hand in hand. This is done through frequent informal dialogs and a formal annual review meeting. The aim is to align business objectives with personal goals, help people better understand what is expected of them, and enabling them to structure their own development.
In all these ways, we ensure that leaders work on creating an environment where you can give your best every day, where you feel that your job is making the best use of your talents and abilities, where you can trust your manager, are more and more involved in decision-making, where your ideas and suggestions count and you are empowered to contribute to our business success.
A key responsibility of our Leaders is to develop you in your current role and to prepare you for potential future roles via the provision of training programs, challenging assignments and connections with other parts of the organization. Leaders care about your personal growth.
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