Performance (Day 61-90)

Next: Acclimatising

As a Group, we strive to foster a high-performing and dynamic culture that drives accountability and an exceptional employee working experience. Our performance management practice and processes are designed to enable a clear understanding of expectations, and robust and meaningful conversations between yourself and your line manager. Your growth is important to us and a critical first step in managing your performance and career is the goal-setting process. As a new employee, you and your line manager will agree on key objectives that you need to focus on, and throughout the year, progress against these goals and objectives will be reviewed and tracked.

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Goal setting is a two-way conversational process ending in mutual agreement between yourself and your line manager.

When embarking on the goal-setting process, the following should be considered:

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In addition to the above, consider the following:

  • Goals should conform to the ‘SMART’ principles and be based on articulated outcomes, not simply a description of effort or input.
  • It is recommended that no more than 10 goals should form part of the goal plan, in order to ensure focus and clarity for the employee.
  • Goals should reflect the work that has the most positive and direct business impact and are not a reflection of time spent.
  • Ensure a clear understanding of the relevance of the goal and how it contributes to a broader purpose.
  • Employee performance goals should be linked to what the employee directly contributes to or to what he/she has direct control over.
  • Goals are dynamic and can be amended and refined throughout the year.

BEHAVIOUR MATTERS

The four Sanlam values (integrity, collaboration, innovation, and care) are part of all employees’ goal plans. Achieving our goals is important, but HOW we do that matters just as much. Underpinning each of the values, are important behaviours that serve as a behavioural compass in achieving our performance goals and objectives.

‘Our values are the attitude and approach by which our purpose and brand promise is brought to life in everything that we do.’

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Deciding and agreeing on your performance goals with your line manager is important. Below are some guidelines and tips to consider when allocating a percentage weighting to each of your goals.

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Once again, congratulations on completing your first 3 months with the company and in your new role! You have had the opportunity to explore the business, important processes, and your own personal career goals. As part of our commitment to continuous improvement, we would like to hear from you.

Please look out for an email to complete a short survey, which will only take 2-3 minutes to complete. Please note that your responses will be kept confidential and will only be used to improve our onboarding process.

We appreciate your time and feedback and look forward to your continued success with our company.