2021 Environmental Social Governance (ESG) Report

Performance Management Program (404-3) Our global Performance Management Program (PMP) is designed to ensure that employees have clear expectations and goals established each year and that progress against those goals and exhibition of our cultural behaviors are discussed at regular intervals.

Sales Learning Programs Our sales learning programs are designed to help employees in fee-earning roles enhance and refine on-the-job learning, based on experience in CRE and sales. It is open to all fee earners, regardless of their title or tenure at the firm. In 2021, we piloted a new program to help more junior fee earners engage with decision-makers in the organization. The program enables fee earners to articulate the value they can deliver across the priorities and needs of those decision-makers. They have a formal structure to meet and discuss opportunities to service those needs and clients. The piloted training is now part of the standard offer and available globally. Manager-Employee Relationship Building The manager-employee relationship is an essential element of the employee experience. Our talent development strategy focuses on strengthening this important relationship through leadership development, and holding our leaders accountable to demonstrate cultural behaviors that foster inclusion, communication, collaboration, trust and constructive conflict resolution through the entire talent life cycle. We developed our own six-webinar training program on building effective manager-employee relationships that began in the Americas and EMEA and was introduced to employees in APAC and C&W Services in 2021. Managers can also access resources on effective hiring and onboarding, coaching and feedback, and leading a high performing team on Workday Learning and our employee intranet on an ongoing basis. Supplemental management training is location specific, such as a program in the UK that gave mental health awareness training to more than 120 people managers who participated in workshops run by an expert psychologist.

their direct report(s).* 90%

of managers completed a 2021 performance review for

The PMP includes three designated times for formal touch points between employees and managers: Goal Setting to submit and discuss annual goals; Mid-Year Review to check progress against goals and deliver feedback on cultural behaviors; and Year-End Review to request feedback from colleagues and evaluate performance. Outside of this formal process, managers are expected to establish a regular routine of delivering feedback to aid employees’ ongoing development. Through the PMP, all employees have access to a hub of performance resources and follow the same evaluation calendar.

Cushman & Wakefield Cultural Behaviors

Performance reviews include a rating on behaviors that are important to building a collaborative and inclusive culture:

• Be Inclusive

• Build Trust

• Communicate & Share Information

• Collaborate

• Handle Conflict Constructively

*Performance review data does not include contingent employees and does not include non-technology-enabled employees. U.S. commission based brokers are not required to participate in the PMP.

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