People development & performance

Career development

We’ll help you develop as a professional and perform to the best of your ability. You and your career are both important to us.

We know that it is our people who set us apart and spur our success year after year. We’re only able to hit our targets because you hit yours. Every year you will set performance and development goals with your manager, aligned with the business company goals. This helps you understand how you contribute to the bigger picture and ensure you are engaged to meet them.

At Nestlé, we believe in a continuous performance mindset. We encourage open, honest and transparent conversations through regular Check-Ins. These help drive continuous performance and development, focusing on the things that matter, supported by coaching, feedback and recognition.

You are in charge of your own professional development. Having regular dialogue throughout the year is a great way to help you achieve your goals. Rewards are linked to your performance and include not only financial benefits, but also career opportunities, in line with your own aspirations and the needs of the company.

Conference 

Coaching and Mentoring are embedded in our culture as a way to drive business performance and your own engagement. We want to help our employees unlock their potential, and support them in their self-development journey while building their leadership agility. We provide professional coaching through a robust Coaching Network of internal and external coaches. On a daily basis, coaching tools and methodologies are available to all employees through our Everyday Coaching training and practices.

Development at Nestlé is based around the 70/20/10 model, as we know from experience that it works best for us and for our people. It means that around 70% of learning happens through experience, such as work shadowing in a completely new position that you are unfamiliar with; 20% of the learning comes through relationships, for example, from receiving feedback, coaching or mentoring; and 10% comes from education, for example training, attending conferences or completing an e-learning. We use a number of different approaches, all designed to help you maximise your potential.

In 2016, the hours of training continued to increase with an average of 38.8 hours per employee. This represents an investment of around USD 397 per employee, including both internal and external trainings.