Syensqo's Performance Culture is based on the principle of continuous, open dialogue between managers and employees. The continuous nature of the performance cycle encourages focus, agility, and flexibility to better meet changing business needs. Regular dialogues between you and your manager will enable a transparent view of your performance, as well as concrete opportunities for development throughout the year.
Employees and managers use the Performance tool in My HR Services to capture goals, summarize check-in conversations, and record snapshots.
The annual performance cycle is based on the annual business cycle.. The Group and Entity priorities and objectives provide clear direction for the year ahead.
Your manager will help you connect your work with the business strategy (setting objectives). Throughout the year, you will engage in regular, meaningful conversations (check-in conversations), take ownership of your development (development discussions), and look back on your performance for the year, based on what you achieve and how you deliver (year-end performance assessment).
The annual cycle of performance-related activities for individuals can be found below.
Check-ins are regular discussions between you and your manager to review
- Your performance and behaviors (both what and how you deliver)
- Development actions that could improve performance and help you reach your career ambitions.
How often should Check-Ins occur?
Employees should set up check-in discussions with their Manager at least once per quarter.
How should I consider my Behaviors Self-Assessment?
As part of the check-in, employees have the ability to rate themselves against Syensqo’s behaviors.
This self-assessment, alongside your manager’s assessment, is meant to encourage reflection and create more meaningful, two-way conversations about how you demonstrate our behaviors. Read more about Syensqo’s levels of performance here.
