Corporate Social Responsibility Report 2020 | Cushman & Wakefield

Performance Management Program (404-3) Our global Performance Management Program (PMP) underscores Cushman & Wakefield's commitment to talent development by providing employees and managers with opportunities to regularly engage in coaching and career discussions to support performance over time. 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. In 2020, we globalized the PMP by ensuring all employees had access to one central hub of performance resources and followed the same evaluation calendar. Additionally, we formally launched an enhanced PMP with a newly added cultural behavior section, defining our expectations for how we act as leaders and employees. Performance reviews now include a rating on behaviors that are important to building a collaborative and inclusive culture at Cushman & Wakefield.

Cushman & Wakefield Cultural Behaviors

• Be Inclusive

review in 2020. 83%

of eligible employees* received a performance

• Build Trust

• Communicate & Share Information

• Collaborate

* All regular employees and those with salary-based components to their compensation are eligible to participate in our formal performance management process. Performance review data does not include contingent employees and does not include non-technology enabled employees. C&W Services conducts performance reviews during the workday, which is not captured here. U.S. commission-based brokers are not required to participate in the PMP.

• Handle Conflict Constructively


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