app.fireflies.ai Open in urlscan Pro
34.173.4.206  Public Scan

Form analysis
0 forms found in the DOM

Text Content

We are loading some Thanos level javascript...
Performance Review Briefing for all in-scope Flora Foodies (option 2)
Get started with Fireflies
AI FILTERS

Date & Time
100
Questions
57
Metrics
119
Tasks
30

SENTIMENTS

Neutral
63%
Positive
34%
Negative
3%

SPEAKER TALKTIME

SPEAKERS
WPM TALKTIME
LLaura Klara Schoofs
175
72%
CCarlota Hugues
188
20%
11Jitesh Katkoria
160
3.2%
SShehani Liyanage
193
1.7%
RRudy Schilders
137
1.3%
LLauren Tolond
206
0.62%
JJitesh Katkoria
170
0.56%
NNienke Pek
235
0.36%
MMonika Gluszek
142
0.07%
SSpeaker 11
170
0.01%
SSpeaker 9
179
0.01%

Notes
Video

Video Player is loading.
Play Video
Play
Mute

Current Time 0:00
/
Duration 2:10:02
Loaded: 0.00%


0:00:00
Stream Type LIVE
Seek to live, currently behind liveLIVE
Remaining Time -2:10:02
 
1x
Playback Rate

Chapters
 * Chapters

Descriptions
 * descriptions off, selected

Captions
 * captions settings, opens captions settings dialog
 * captions off, selected

Audio Track

Picture-in-PictureFullscreen

This is a modal window.



Beginning of dialog window. Escape will cancel and close the window.

TextColorWhiteBlackRedGreenBlueYellowMagentaCyanTransparencyOpaqueSemi-TransparentBackgroundColorBlackWhiteRedGreenBlueYellowMagentaCyanTransparencyOpaqueSemi-TransparentTransparentWindowColorBlackWhiteRedGreenBlueYellowMagentaCyanTransparencyTransparentSemi-TransparentOpaque
Font Size50%75%100%125%150%175%200%300%400%Text Edge
StyleNoneRaisedDepressedUniformDropshadowFont FamilyProportional
Sans-SerifMonospace Sans-SerifProportional SerifMonospace SerifCasualScriptSmall
Caps
Reset restore all settings to the default valuesDone
Close Modal Dialog

End of dialog window.


View complete GPT-powered meeting notes
Skim through the meeting in minutes by GPT-powered summary, notes, action items
and more.
Login
Performance Review Briefing for all in-scope Flora Foodies (option 2)
Gabriel Mestrich
Nov 05 2024, 9:30 AM
English (Global)
Performance review
self-evaluation
calibration sessions
feedback
core values
goal setting
Overview
The Performance Review Briefing for all in-scope Flora Foodies, led by Laura
Klara Schoofs, provided an overview of the performance review process,
emphasizing the importance of individual contributions and alignment with Flora
Food Group's core values of performance, care, and passion. The meeting outlined
key elements of the performance evaluation, including a three-point rating scale
and the crucial role of calibration sessions to ensure objectivity and
consistency in ratings. Attendees were informed about the timeline of the review
process, from self-evaluation due by November 15th to final ratings communicated
by January 10th. The session highlighted preparation strategies such as focusing
on goals and personal growth while utilizing feedback tools like 360 feedback
and the SBI model. Action items for all participants included completing
self-evaluations promptly, preparing for discussions with line managers, signing
reviews in SuccessFactors by the end of January, and laying groundwork for 2025
goals during an early January briefing.
Notes
🎯 Introduction and Performance Review Approach (00:18 - 13:34)
 * Laura Klara Schoofs introduces the performance review briefing session
 * Participants share proud moments of 2024 in the chat
 * Performance review process launched on November 5th
 * Five core principles of Flora Food Group's performance management approach
   explained
 * Three-point rating scale: needs improvement, strong, outstanding
 * Calibration sessions explained: purpose, pointers, and principles

📊 Performance Evaluation Process (15:10 - 28:07)
 * Key elements of performance measurement: individual goals, KPIs, rating scale
 * Assessment process: line manager decides rating, calibration sessions
 * Outcome and rewards: bonus distribution, performance improvement plans
 * Feedback and growth: ongoing conversations, 360 feedback tool
 * Core values: performance, care, and passion
 * Calibration sessions: objectivity, accountability, consistency, feedback

🗓️ Timeline and Self-Evaluation (30:17 - 39:24)
 * Process timeline: November 5th to January 13th
 * Self-evaluation to be completed by November 15th
 * Performance review discussions with line managers
 * Managers input proposed ratings and attend calibration sessions
 * Final ratings communicated verbally by January 10th
 * System to share reviews by January 13th

🔍 Preparation for Performance Review (40:06 - 51:14)
 * Four key areas to focus on: goals, performance and impact, growth and
   development, health and happiness
 * Importance of feedback: asking for it, owning it, collecting rounded views
 * SBI model for giving feedback: Situation, Behavior, Impact
 * 360 feedback tool and continuous feedback tool available in SuccessFactors
 * Start, Stop, Continue model for gathering feedback

📝 Self-Evaluation and Next Steps (52:40 - 01:03:15)
 * Example questions provided for self-evaluation reflection
 * Complete self-evaluation in SuccessFactors as soon as possible after launch
 * Prepare for and have performance review discussion with line manager
 * Be ready to sign at the end of January in SuccessFactors
 * Attend briefing session on goal setting in early January
 * Discuss and enter initial 2025 goals into SuccessFactors in January

Action items
All Flora Foodies
 * Complete self-evaluation in SuccessFactors as soon as possible after
   receiving the email invite (05:35)
 * Prepare for and have performance review discussion with line manager (58:27)
 * Be ready to sign performance review at the end of January within
   SuccessFactors (58:57)
 * Attend a briefing session on goal setting in early January (59:11)
 * Discuss and enter initial 2025 goals into SuccessFactors within the month of
   January (59:20)



Transcript

LLaura Klara Schoofs

00:17

Anyone who wants to get us started. 
LLaura Klara Schoofs

00:19

Anyone who wants to share a proud. 
LLaura Klara Schoofs

00:21

Moment of 2024 with us in the chat box. There must be many moments for you. Oh,
thank you so much for sharing that. Amazing and great to have you. 
LLaura Klara Schoofs

00:47

Great to have you. 
LLaura Klara Schoofs

00:49

Anyone else, what are you proudest moments or achievements of 2024? Thank you
for starting us off that anyone. 
LLaura Klara Schoofs

01:16

Even the littlest moments know I always. 
LLaura Klara Schoofs

01:18

Say it's a little moments that actually make the biggest difference. Anyone who
wants to share. Okay. See numbers are rising. So more and more people joining. 
LLaura Klara Schoofs

01:46

Welcome everyone. 
LLaura Klara Schoofs

01:49

Oh Alexandra, so good to read. Yeah, you can be proud. Anyone else share your
proudest moments of 2024 with us in the chat box. 
LLaura Klara Schoofs

02:04

While we're still giving. 
LLaura Klara Schoofs

02:05

Giving others about, I would say one or two minutes. Feel free to share in the
chat box. I'm curious to learn more. 
LLaura Klara Schoofs

02:27

Amazing. Joining flora Food Group 21st of October. Welcome. That is a proud
moment. 
LLaura Klara Schoofs

02:35

Yeah. 
MMonika Gluszek

02:40

Hi. 
LLaura Klara Schoofs

02:42

Hello. Hello. Good morning. Good afternoon. Where you are? 
JJitesh Katkoria

02:49

Hello. 
LLaura Klara Schoofs

02:51

Hello. Hi. Hi. 
LLaura Klara Schoofs

02:54

Good to have you. 
JJitesh Katkoria

02:56

Thank you. 
CCarlota Hugues

02:56

Oh wow. 
LLaura Klara Schoofs

02:57

Finished building up a whole new team. 
LLaura Klara Schoofs

02:59

And they are all great. 
LLaura Klara Schoofs

03:00

David, thank you for sharing. That is a great and very proud moment. 
LLaura Klara Schoofs

03:04

Yeah. 
LLaura Klara Schoofs

03:04

Achievement. So we're going to wait for another one minute. I'm seeing numbers
are rising. More and more people joining. 
LLaura Klara Schoofs

03:20

So feel. 
LLaura Klara Schoofs

03:21

Free to also share your proudest moment or one proud, even the littlest moment
with us in the chat box. 
LLaura Klara Schoofs

03:47

Oh wow. 
LLaura Klara Schoofs

03:47

Ash, thank you for sharing. That really sounds like a very proud
achievement. Yeah, getting all the thumbs up. Amazing. So feel free to keep
popping your proud moments in the chat box but. 
LLaura Klara Schoofs

04:05

Being conscious of time. 
LLaura Klara Schoofs

04:06

And since I know we have to cover quite some content today, I am. 
LLaura Klara Schoofs

04:13

Going to get us started. And let me first of all press the record button in case
someone cannot. 
LLaura Klara Schoofs

04:24

Join and wants to re watch. 
LLaura Klara Schoofs

04:32

So welcome everyone to our performance review briefing session today. 
LLaura Klara Schoofs

04:38

It is that time of the year already again. I can't believe it. It is November
and today is actually the big day. 
LLaura Klara Schoofs

04:47

You will see it in a moment. So it's perfect timing that you are. 
LLaura Klara Schoofs

04:52

Joining me on this briefing session today. It is actually our second briefing
session. 
LLaura Klara Schoofs

04:57

For Flora foodies, so we've had the first one yesterday. And just in case you
are a. 
LLaura Klara Schoofs

05:04

Line manager attending this briefing session, of. 
LLaura Klara Schoofs

05:07

Course you are more than welcome to stay with us. 
LLaura Klara Schoofs

05:09

We are very happy to have you. 
LLaura Klara Schoofs

05:11

But please make sure to take off. 
LLaura Klara Schoofs

05:13

Your hat as a line manager and. 
LLaura Klara Schoofs

05:14

Really be present as the Flora foodie. 
LLaura Klara Schoofs

05:17

In this briefing session today. There are dedicated line manager sessions
tomorrow and on Thursday. 
LLaura Klara Schoofs

05:24

So also make sure that you definitely attend one of those. Just very briefly
before we get into. 
LLaura Klara Schoofs

05:34

The content and for those who do. 
LLaura Klara Schoofs

05:36

Not know me yet, especially the new. 
LLaura Klara Schoofs

05:38

People in the company, my name is Laura Schofs. I am the Global Manager,
Organizational Learning and Development. 
LLaura Klara Schoofs

05:46

I am in Carlota's global P and O team. 
LLaura Klara Schoofs

05:49

Carlota is with us on this call today as well. So in case you have some
questions. 
LLaura Klara Schoofs

05:55

Morning. 
LLaura Klara Schoofs

05:56

Hi. In case you have questions, always feel. 
LLaura Klara Schoofs

05:59

Free to put them into the chat box. 
LLaura Klara Schoofs

06:01

And then while I am leading you through the session, Carlota might already start
replying to your questions. 
LLaura Klara Schoofs

06:09

For today's session. 
LLaura Klara Schoofs

06:11

I'm aware it is a lot of. 
LLaura Klara Schoofs

06:12

Content to cover, but still I want to try to make it as interactive as
possible. 
LLaura Klara Schoofs

06:18

I would love to ask you if you feel comfortable, of course, turn your cameras on
and you know, stay on mute. 
LLaura Klara Schoofs

06:25

Unless you have a question, just raise. 
LLaura Klara Schoofs

06:26

Your hand and I'm more than happy to take that question. Here you coming off
mute. 
LLaura Klara Schoofs

06:32

I will also try to pause in. 
LLaura Klara Schoofs

06:33

Between the sections, so making sure that. 
LLaura Klara Schoofs

06:36

No one leaves the session with any unclarities. So that's my goal for today. 
LLaura Klara Schoofs

06:42

Yeah, as you can see, you please. 
LLaura Klara Schoofs

06:44

Ask all your questions. Very, very important. 
LLaura Klara Schoofs

06:46

That's why we have this briefing session and as you know, just mentioning it
again, the session is being recorded in case some of us cannot join the. 
LLaura Klara Schoofs

06:56

Briefing sessions live, or in case you. 
LLaura Klara Schoofs

06:58

Might want to revisit this recording for any details. 
LLaura Klara Schoofs

07:03

So it will be put up on. 
LLaura Klara Schoofs

07:04

Cultivate afterwards our agenda for today to give you a little overview. So
first of all, I'm going to share two key messages with you before we then get
into the Flora Food. 
LLaura Klara Schoofs

07:22

Group approach to performance management. 
LLaura Klara Schoofs

07:25

And for those of you who are with the company for a while, there will be no
dramatic changes, so you. 
LLaura Klara Schoofs

07:32

Will not find any surprises. It will be more of a refreshment, a repetition. 
LLaura Klara Schoofs

07:37

But I always say repetition is key. 
LLaura Klara Schoofs

07:40

So very good to have you on this briefing session still. 
LLaura Klara Schoofs

07:43

And then of course, essential for everyone is the process 2024, 2025 in terms. 
LLaura Klara Schoofs

07:51

Of timelines, what are the activities that. 
LLaura Klara Schoofs

07:53

Are important for you? 
LLaura Klara Schoofs

07:55

What is requested from you as a Flora foodie? 
LLaura Klara Schoofs

07:59

Also, I want to make sure that. 
LLaura Klara Schoofs

08:00

You feel prepared to have that great. 
LLaura Klara Schoofs

08:02

Conversation with your line manager. And I'm going to leave you with. 
LLaura Klara Schoofs

08:06

The exact next steps so that. 
LLaura Klara Schoofs

08:09

Everyone hopefully, as I said, has no question when you leave the session with
me today. 
LLaura Klara Schoofs

08:19

So first two key messages. I got that question a few times, especially since we
said all in scope. 
LLaura Klara Schoofs

08:27

Flora foodies in our invite. 
LLaura Klara Schoofs

08:29

So who is in scope. 
LLaura Klara Schoofs

08:31

It's basically all Flora foodies who are. 
LLaura Klara Schoofs

08:35

Employed or have been employed before the. 
LLaura Klara Schoofs

08:37

1St of November of this year, apart. 
LLaura Klara Schoofs

08:41

From factory workers, interns, apprentices and contingent workers. But then as a
side note, regarding our factory workers, we have been checking those on a
factory by factory basis. 
LLaura Klara Schoofs

08:54

Because there might always be some differences. 
LLaura Klara Schoofs

08:57

For some factories the management teams might be in scope. So this has really
been checked on a factory by factory basis. 
LLaura Klara Schoofs

09:05

I hope that clarifies. 
LLaura Klara Schoofs

09:07

In case you are still not 100%. 
LLaura Klara Schoofs

09:09

Clear on IU and scope, please reach out to your P and O lead and they will be
definitely able to give you all the answers that you need. And then the second
key message Everyone. 
LLaura Klara Schoofs

09:25

Today is the big day. 
LLaura Klara Schoofs

09:27

So we are launching today, Tuesday, November 5th. 
LLaura Klara Schoofs

09:32

So sometime today you will receive an email from our system from SuccessFactors
with the link that's leading you directly to your self evaluation. So it's the
perfect timing for you to join the session with me today. 
LLaura Klara Schoofs

09:47

Because yeah, we are launching early this year. We listened to the feedback of
our. 
LLaura Klara Schoofs

09:51

P and O colleagues of the business that we need a bit more time. 
LLaura Klara Schoofs

09:55

So it's rather early this year today. 
LLaura Klara Schoofs

09:59

Today is the big day. 
LLaura Klara Schoofs

10:04

And everyone, before I get into the content about the approach and the process,
I have a little poll that I would love your input on. Let me quickly launch that
because I would like to understand how well do you understand the performance
review approach, Flora. 
LLaura Klara Schoofs

10:26

Food Group and the process? Of course if you are new to. 
LLaura Klara Schoofs

10:29

The company you cannot know a lot about it, but what would you say? 
LLaura Klara Schoofs

10:34

How well do you understand it? 
LLaura Klara Schoofs

10:36

Let me know. 
LLaura Klara Schoofs

10:44

Answers coming in. 
LLaura Klara Schoofs

10:45

Thank you for replying. Going to give you a few more seconds. 
LLaura Klara Schoofs

10:52

So the majority somewhat well and neutral. 
LLaura Klara Schoofs

10:57

But also quite some like 1/4 saying not very well or not at all yet, which
definitely makes sense, especially when someone joined the business very
recently. Thank you. 
LLaura Klara Schoofs

11:10

So hopefully. But let's see, those numbers will change. 
LLaura Klara Schoofs

11:14

When I ask you again after we have gone through the content together. So let's
start with our approach to performance management. So as I said for those who
are with the company for a while, no dramatic changes, there will be no
surprises for you. 
LLaura Klara Schoofs

11:35

But for everyone who is new to the company or who wants to understand. 
LLaura Klara Schoofs

11:38

It even a bit better, hopefully this will give you some light on what is
actually our approach. And to start I would love to discuss our five core
principles. 
LLaura Klara Schoofs

11:53

So as you can see first of. 
LLaura Klara Schoofs

11:55

All we have a very quick, simple. 
LLaura Klara Schoofs

11:58

Process that drives stretch performance. So our performance review process is
really designed to be straightforward and by simple steps. We want to ensure
that the process and the mechanics really drive high performance. Next one. 
LLaura Klara Schoofs

12:16

It is fair, always data driven and. 
LLaura Klara Schoofs

12:20

Implemented with care and empathy, meaning we prioritize fairness and accuracy
by using facts and figures. 
LLaura Klara Schoofs

12:31

But our approach is not just about the numbers, right? And I will try to
emphasize this quite often in this session because it's. 
LLaura Klara Schoofs

12:40

Always implemented with genuine care and empathy. So ensuring that every
individual's efforts and circumstances are considered and that's basically
leading to the next principles. 
LLaura Klara Schoofs

12:52

We always embed our approach with performance, care and passion, our core
values. 
LLaura Klara Schoofs

13:00

So the full process is absolutely and. 
LLaura Klara Schoofs

13:04

Deeply rooted in our core values. 
LLaura Klara Schoofs

13:07

So it's not just about the what. 
LLaura Klara Schoofs

13:09

We achieve, but it's always also about. 
LLaura Klara Schoofs

13:12

The how we achieve it. It's differentiated reward and recognition with
transparency and improvement. So we believe in recognizing and rewarding. 
LLaura Klara Schoofs

13:28

Outstanding performance while maintaining transparency for those who need
improvement. 
LLaura Klara Schoofs

13:34

So our differentiated approach ensures that everyone in the business knows where
they stand. 
LLaura Klara Schoofs

13:40

And what they need to do to excel. And last but not least, hopefully you've
heard about that or living this approach already is our always on approach. So
there's frequent performance conversation throughout the year. Because
performance management is not a one time event, right? 
LLaura Klara Schoofs

14:03

Our always on approach actually means that. 
LLaura Klara Schoofs

14:06

Performance conversation, they should happen regularly throughout. 
LLaura Klara Schoofs

14:10

The year, fostering continuous growth and development. 
LLaura Klara Schoofs

14:15

And at the end of this year we always have a rather formal conversation. 
LLaura Klara Schoofs

14:20

But basically it should be a summary. 
LLaura Klara Schoofs

14:23

Of all the other conversations that happen throughout the year. Anyway. So this
is our always on approach. If you are not living according to. 
LLaura Klara Schoofs

14:35

This always on approach with your line. 
LLaura Klara Schoofs

14:36

Manager, I can just recommend to implement this as a habit and commit to that in
2025, because it is so essential to really keep developing, keep growing. 
LLaura Klara Schoofs

14:48

To have those regular and frequent conversation with each other. 
LLaura Klara Schoofs

14:56

Okay, and here you find the key elements, the mechanics behind our approach. 
LLaura Klara Schoofs

15:04

So first of all, what you see. 
LLaura Klara Schoofs

15:06

On the left is measurement, meaning every. 
LLaura Klara Schoofs

15:09

One of us has individual goals aligned. 
LLaura Klara Schoofs

15:12

To our mission and we have stretching, data driven and measured KPIs
associated. Next, in terms of measurement, we have a three point rating
scale. And we have those three points like three ratings, meaning needs
improvement. 
LLaura Klara Schoofs

15:31

We have strong and we have outstanding to really differentiate performance. So
this is why we have a. 
LLaura Klara Schoofs

15:39

Three point rating scale. I'm going to show this on a separate slide to you in a
moment to also give you the opportunity to. 
LLaura Klara Schoofs

15:46

Go through the definitions, what's standing behind. 
LLaura Klara Schoofs

15:49

Each of those ratings. And again, and that's always so important for me to
emphasize, our rating scale is always informed by both the What? But also the
how. Next is the assessment. 
LLaura Klara Schoofs

16:08

So the line manager in the end. 
LLaura Klara Schoofs

16:10

Decides about your rating. 
LLaura Klara Schoofs

16:12

But always in conjunction. 
LLaura Klara Schoofs

16:16

Can everyone go on mute please? Thank you, thank you. But always. And that's
super essential in conjunction with a calibration session. And I'm aware you as
a Flora foodie, unless you are a line manager. 
LLaura Klara Schoofs

16:30

You will most likely not be involved. 
LLaura Klara Schoofs

16:33

In those calibration sessions. But to be fully transparent and to not have any
mystery, I'm going to share a few. Yeah, facts, background principles in terms
of those calibration sessions so that you understand what is actually happening
in those calibration sessions. We'll come to that in a moment. In terms of
assessment, we have performance and the performance and progression matrix. 
LLaura Klara Schoofs

17:02

This tool actually gives us a more. 
LLaura Klara Schoofs

17:04

Long term view, so it's rather useful. Can everyone go on mute please? Thank
you. 
LLaura Klara Schoofs

17:10

So it's rather used for development. Oh no, I'm back. 
LLaura Klara Schoofs

17:23

Right, someone muted me. Thank you. You can hear me again, right? 
CCarlota Hugues

17:28

Yes, yes, perfect. 
LLaura Klara Schoofs

17:30

Yeah, we'll be great if everyone can stay on mute, that would be very helpful,
thank you. In terms of the performance and progression matrix, it is rather, you
know, having like a forward looking perspective. So it's used for
development. But what I wanted to mention, not sure if I was on mute already. 
LLaura Klara Schoofs

17:47

Everyone who has heard Eve in the. 
LLaura Klara Schoofs

17:48

Town hall yesterday, let's also make sure. 
LLaura Klara Schoofs

17:52

That we use those end of year performance conversation to also focus on the. 
LLaura Klara Schoofs

17:56

Rather forward looking part on 2025. What will be next? What can we do to really
have an impact? How can we leverage our strengths? 
LLaura Klara Schoofs

18:08

The next one is outcome and rewards. 
LLaura Klara Schoofs

18:10

So the line manager distributes the bonus. 
LLaura Klara Schoofs

18:13

Part, but always and again in conjunction. 
LLaura Klara Schoofs

18:16

With global guidelines of course. 
LLaura Klara Schoofs

18:18

And whenever there's a needs improvement rating. 
LLaura Klara Schoofs

18:21

We need this to reside in a performance improvement plan because we want every
Flora foodie to have the opportunity and to have that plan in place to. 
LLaura Klara Schoofs

18:31

Improve and to excel in the future. And then last but not least, actually. 
LLaura Klara Schoofs

18:38

Most important is feedback and growth. 
LLaura Klara Schoofs

18:42

So again you see the always on approach to performance conversations between you
and your line manager, which we really recommend. 
LLaura Klara Schoofs

18:51

To have frequently and ongoing throughout the year. 
LLaura Klara Schoofs

18:57

Conversations should also always be forward looking. So aiming to giving you the
tools. 
LLaura Klara Schoofs

19:03

To grow, to develop and to excel. 
LLaura Klara Schoofs

19:07

One tool that can be very useful. 
LLaura Klara Schoofs

19:09

In terms of Feedback is our 360. 
LLaura Klara Schoofs

19:11

Feedback tool that is available in SuccessFactors. Everyone can use this at any
time. 
LLaura Klara Schoofs

19:17

We had a question yesterday. It is not mandatory but it can be very useful to
gather some feedback. 
LLaura Klara Schoofs

19:24

For your end of year conversations. 
LLaura Klara Schoofs

19:32

As promised, this is a slide about. 
LLaura Klara Schoofs

19:35

Our three different ratings. 
LLaura Klara Schoofs

19:37

So as you can see, there's an. 
LLaura Klara Schoofs

19:38

Outstanding rating strong and it needs improvement. Again, it is always informed
by the. 
LLaura Klara Schoofs

19:44

What and the how we do it. 
LLaura Klara Schoofs

19:47

And what we find ourselves emphasizing every. 
LLaura Klara Schoofs

19:50

Year is that an outstanding rating really is a very high standard. 
LLaura Klara Schoofs

19:56

So as you can see, it is. 
LLaura Klara Schoofs

19:57

A person, a Flora foodie that overachieves on very stretching objectives,
delivering an outstanding impact and growth for the whole company. 
LLaura Klara Schoofs

20:09

Someone who is a role model for. 
LLaura Klara Schoofs

20:11

Our core values of performance, care and passion and setting the tone for others
to follow. 
LLaura Klara Schoofs

20:16

So it is a very high standard. If you want to familiarize yourself with the
different ratings, feel free to take. 
LLaura Klara Schoofs

20:23

A screenshot or ask your P and O lead for some of the material. 
LLaura Klara Schoofs

20:28

And of course you can also rewatch the recording and pause on that slide. 
LLaura Klara Schoofs

20:32

Afterwards if you want to. 
LLaura Klara Schoofs

20:35

But this is just to give you. 
LLaura Klara Schoofs

20:36

An overview of our rating scale and then a quick reminder of our core values
which focus on the how we perform. 
LLaura Klara Schoofs

20:48

So performance, care and passion. 
LLaura Klara Schoofs

20:49

I'm not going through all of them in all the detail. Hopefully you are familiar
with them, have. 
LLaura Klara Schoofs

20:56

Heard about them, if you just joined the business. And again, please reach out
to your. 
LLaura Klara Schoofs

21:00

P and O lead if you want to know more or if you want to have some material on
our core values. Absolutely essential at the heart of everything here at Flora
Food Group. And as promised, I want to shed some light on the so called end. 
LLaura Klara Schoofs

21:21

Of year talent and performance review sessions, also known as calibration
sessions. As I said, I'm aware most of. 
LLaura Klara Schoofs

21:30

You, unless you are a line manager, you will not be involved in our calibration
sessions. But to be very transparent, I want to give you some background to make
sure that you have a better understanding of why do we have them. So what is the
purpose of our calibration sessions? 
LLaura Klara Schoofs

21:47

First of all, we want to bring. 
LLaura Klara Schoofs

21:49

Objectivity, making sure that our evaluations are fair and unbiased. 
LLaura Klara Schoofs

21:56

Also, we want to hold each other. 
LLaura Klara Schoofs

21:58

Accountable, so keeping everyone responsible for the performance and the
actions. 
LLaura Klara Schoofs

22:05

Additionally, we want to ensure that we all rate according to the same standards
so that we maintain consistency right in. 
LLaura Klara Schoofs

22:14

How we actually all assess performance. 
LLaura Klara Schoofs

22:19

And then feedback. 
LLaura Klara Schoofs

22:20

Feedback is so essential, it's at the heart of everything, providing feedback
and giving. 
LLaura Klara Schoofs

22:27

Constructive input to each other. So it can be in terms of. 
LLaura Klara Schoofs

22:31

The people in the room. But also often we have that one. 
LLaura Klara Schoofs

22:35

Employee is being discussed by separate key stakeholders. 
LLaura Klara Schoofs

22:39

So it's also about that feedback on that person. I'm seeing a hand being
raised. Just let me maybe quickly Complete the calibration session and then I'm
going to come to you Vinuta, if that's okay. 
LLaura Klara Schoofs

22:53

Getting to know our talent is another. 
LLaura Klara Schoofs

22:55

Purpose to really understanding the strengths and. 
LLaura Klara Schoofs

22:58

The progression capacity of our teams. And then last but not least, making plans
and setting action. 
LLaura Klara Schoofs

23:05

So we want to develop clear plans. 
LLaura Klara Schoofs

23:09

And actionable steps for improvement and for growth. Because that is what we
want, right? 
LLaura Klara Schoofs

23:14

And why we have the performance reviews. 
LLaura Klara Schoofs

23:17

We want to drive performance and set. 
LLaura Klara Schoofs

23:19

Actions for what's next. So we want to have that plan in place for every
individual. Vinuta, do you want to come off mute? Is your question related to
the purpose? 
LLaura Klara Schoofs

23:36

Otherwise. 
LLaura Klara Schoofs

23:40

I'm going to continue with the pointers and maybe afterwards, after I've
completed the calibration section. We're coming to your question, Minuta. So
some of the pointers for our calibration sessions. 
LLaura Klara Schoofs

23:53

First of all, we have the so. 
LLaura Klara Schoofs

23:55

Called normal distribution curve, meaning that 70% of our ratings should be in
a. 
LLaura Klara Schoofs

24:01

Strong area, having 15% in the needs improvement and 15% in the outstanding
ratings. But this split is really just the. 
LLaura Klara Schoofs

24:12

Guideline, it's not set in stone. 
LLaura Klara Schoofs

24:15

Plus we are very aware that it. 
LLaura Klara Schoofs

24:17

Is very difficult, maybe even impossible to achieve a normal distribution in
small groups. 
LLaura Klara Schoofs

24:24

So we would rather expect to see. 
LLaura Klara Schoofs

24:26

This distribution at the level of a function or a market. But third point, we
don't do forced ratings. So it's really just a guideline. And we have that
guideline because we want to challenge ourselves to differentiate. 
LLaura Klara Schoofs

24:43

So really pushing ourselves to recognize true performance differences. 
LLaura Klara Schoofs

24:48

Because in the end of course our rewards are limited as well. And then always
have in mind comparison is really for objectivity. 
LLaura Klara Schoofs

25:00

So when we compare, it's to stay objective, consistent and fair. 
LLaura Klara Schoofs

25:05

It is never about a competition. So those are our calibration session pointers. 
LLaura Klara Schoofs

25:14

And then some principles. 
LLaura Klara Schoofs

25:17

First of all, there's a principle of and maybe you've heard it nothing about me
without me. That's what we always say. 
LLaura Klara Schoofs

25:24

Because you as a Flora foodie, you. 
LLaura Klara Schoofs

25:27

Are at the heart of the whole process. So your performance should never come as
a surprise, right? And your line managers should always first gather your input
based on your self. 
LLaura Klara Schoofs

25:41

Assessments and the conversation that they have. 
LLaura Klara Schoofs

25:43

With you before they enter a calibration meeting. So no discussions should ever
take place without giving you the chance to really. 
LLaura Klara Schoofs

25:55

Share your reflection on your performance first. That's why it's so essential,
we will. 
LLaura Klara Schoofs

26:00

Come to that in a moment that you complete your self evaluation as a. 
LLaura Klara Schoofs

26:05

First and absolutely essential step to enter. 
LLaura Klara Schoofs

26:08

The conversation with your line manager before they enter the calibration
session. Then next one is no rating without calibrating. 
LLaura Klara Schoofs

26:19

So ratings must always be calibrated to ensure fairness and consistency across
the board so there is never a vacuum. 
LLaura Klara Schoofs

26:28

And then mention it a few times. 
LLaura Klara Schoofs

26:31

Feedback is the breakfast of champions. Regular constructive feedback is so
essential for growth and for success. 
LLaura Klara Schoofs

26:39

And then one final principle is no rating without communicating. Because line
managers, they always have to communicate ratings. And the reason behind the
ratings before. 
LLaura Klara Schoofs

26:54

The system will inform you. 
LLaura Klara Schoofs

26:56

The Flora foodie. 
LLaura Klara Schoofs

26:58

So it's really about having that verbal. 
LLaura Klara Schoofs

27:00

Debrief with your line manager before the system will inform you about the
rating. So that's why we say no rating without communicating. So it should
always be your line manager communicating your rating and the reasons behind
it. 
LLaura Klara Schoofs

27:15

So I really hope that those principles. 
LLaura Klara Schoofs

27:18

Purposes and pointers help to unlock the often for some of us black box of
calibration sessions and hopefully you see that there's really a very good
reason behind it. And those of you who had a. 
LLaura Klara Schoofs

27:34

Question, please feel free to come off. 
LLaura Klara Schoofs

27:36

Mute and ask your questions. I'm going to pause for a moment before we get into
the process. 
CCarlota Hugues

27:47

Sorry, share. 
JJitesh Katkoria

27:49

Hey, just a quick question. So the pointers that you talked about, the
outstanding, the expectations and needs improvement, the bonus, also the payout
is mapped to that as well or is purely business performance? 
LLaura Klara Schoofs

28:03

Oh yeah, that is mapped, right, Exactly. 
CCarlota Hugues

28:06

Can I ask you. 
JJitesh Katkoria

28:06

So is there a map? 
LLaura Klara Schoofs

28:08

Go ahead. 
JJitesh Katkoria

28:09

Matrix. 
CCarlota Hugues

28:09

Okay, so let me just build on that question. So at this point in time when you
are. So yes, there's a guideline of how, depending on the rating, how much you
should be given. 
CCarlota Hugues

28:25

But it's a guideline, Right. 
CCarlota Hugues

28:27

And you will see that if you are a line manager, you will see. 
CCarlota Hugues

28:30

That in success factors, the guideline embedded into the system. So you can see
what is the kind of like the threshold, et cetera. Again, it's a guideline. 
CCarlota Hugues

28:38

Yeah, you know better the circumstances of. 
CCarlota Hugues

28:42

The market where you are the team. 
CCarlota Hugues

28:44

You are and you are empowering line. 
CCarlota Hugues

28:46

Managers to make those choices. Right. But yes, we give a guideline for that for
rating. 
JJitesh Katkoria

28:51

Okay, thank you for your time. Thank you. 
LLaura Klara Schoofs

28:56

Any other questions? 
CCarlota Hugues

28:58

There's a couple of questions in the chat. 
CCarlota Hugues

29:01

Laura and I was trying to get to respond a couple of them already but I couldn't
finish all of them up. 
CCarlota Hugues

29:10

So we have one from Ash. Should I be rating performance with remuneration. 
CCarlota Hugues

29:16

Consideration in mind as we are a global business with global expectations. How
do I calibrate my rating based on this? So I was answering you, Ash, around
this. 
CCarlota Hugues

29:26

So it's important Obviously you need to. 
CCarlota Hugues

29:27

Take into consideration the business performance, right? Like how the business
perform within the year. 
CCarlota Hugues

29:34

And based on that, how assessing and. 
CCarlota Hugues

29:36

Differentiating your team on what. 
CCarlota Hugues

29:39

Was the impact that each individual had. 
CCarlota Hugues

29:42

What was the impact that each individual had on that business performance or
that team's performance? As I was explaining just now in. 
CCarlota Hugues

29:50

January, that's where we are going to. 
CCarlota Hugues

29:51

Be doing the designation of bonus based. 
CCarlota Hugues

29:54

On the budget available for each of the teams. 
CCarlota Hugues

29:56

So therefore you will be able to also do that allocation of money. But yes,
obviously you need to take into account the performance, the context of how well
the country the team did within 2024, because everybody contributed to those
results. Absolutely. 
LLaura Klara Schoofs

30:16

Thank you. 
CCarlota Hugues

30:17

There's another Sandy, that is a very. 
CCarlota Hugues

30:19

Good question that you ask about what. 
CCarlota Hugues

30:23

Happens if someone has two managers who. 
CCarlota Hugues

30:28

Is responsible of taking the rating, et cetera. 
CCarlota Hugues

30:30

So I'm going to. I know that you are. 
CCarlota Hugues

30:31

You're asking a second question. 
CCarlota Hugues

30:33

But the first question I want to. 
CCarlota Hugues

30:34

Ask because yesterday we had the same question. 
CCarlota Hugues

30:39

So if you have during the year two managers, the final responsibility of the. 
CCarlota Hugues

30:45

Assignation of the rating is the, let's say the new line manager, that's where
the form will sit and they will be responsible to represent your reflections
during the meeting. In the calibration meeting is the line. 
CCarlota Hugues

31:03

Manager as well, responsibility to check with. 
CCarlota Hugues

31:05

The previous manager as well about, okay, how the performance went of that
person when what was with you. 
CCarlota Hugues

31:12

And obviously during the calibration meeting that new manager will get the input
from. 
CCarlota Hugues

31:16

Other managers about that, about the performance, but it lies with them. It's
the final rating that the new manager will be assigned with. Then Sandy, you
asked a slightly different. 
CCarlota Hugues

31:28

Question that it says, well, what happens if I have, I was responsible for two
markets. 
CCarlota Hugues

31:34

Westman, you say at the same period of time I have one manager responsible for
two markets and a manager J responsible for another two markets. That's a little
bit confusing. 
CCarlota Hugues

31:44

But at the end of the day, you have one manager in the system, right? 
CCarlota Hugues

31:50

You don't have two managers, you have one manager in the system. So the same
principle will apply in this case, right? You will need to check with that
person with whoever is not in your, who is not, who is never your direct manager
in the system and check to give to have that information with you, to have that
one to one and have all that reflection into that. But it lies with the person
that is the rating and lies with the person that is responsible, let's say in
the system to be your line manager. 
LLaura Klara Schoofs

32:26

I'm seeing a question From Ninke, does it make sense to also receive feedback
from peers about a person before going. 
LLaura Klara Schoofs

32:34

Into the conversation to avoid surprises? 
LLaura Klara Schoofs

32:37

I would say sure. I mean collect as much feedback as possible. Right. As a line
manager as well as you do it as a Flora foodie. So having the full picture is
absolutely essential. 
CCarlota Hugues

32:51

I think I get your question, Ninke. 
CCarlota Hugues

32:55

And someone else has asked you this about. I will say, because you're asking
what. 
CCarlota Hugues

33:00

Happens if I listen to the person and then after the calibration, this person. 
CCarlota Hugues

33:05

For example, so you're positive. 
NNienke Pek

33:06

And then after the calibration you need to go back. Oh, by the way, my peers
gave you. 
LLaura Klara Schoofs

33:10

Okay, that is what you mean. 
CCarlota Hugues

33:13

What we mean in that meeting, in that one to one is about ensuring that you have
the most up to. 
CCarlota Hugues

33:19

Date reflection, self reflection, self evaluation of that about the
individual. So if you do always own conversations, which I assure you do, Ninke,
you don't. Perhaps you don't need to have that conversation. 
LLaura Klara Schoofs

33:30

Right. 
CCarlota Hugues

33:30

Because it's really much you have. You have discussed with that person
throughout the year, their performance. But it's about you listen firsthand
about yourself profession you don't need to say anything about. And actually you
shouldn't be saying anyone anything about your own self reflection about the. 
NNienke Pek

33:49

So then basically you need to have two conversations, right? One way you only
listen and then one way you only give the feedback. 
CCarlota Hugues

33:55

Yeah, obviously the first one you might. 
CCarlota Hugues

33:59

Also give a little bit your comments about what you observe, et cetera because
it's your observation but just with the caveat is like this will need. We will
need to wait until the calibration happens for me to give you the full picture
and the final outcome. 
LLaura Klara Schoofs

34:11

Yeah. 
CCarlota Hugues

34:11

Okay. 
LLaura Klara Schoofs

34:12

Yeah. 
CCarlota Hugues

34:15

Any questions? I love this. 
11Jitesh Katkoria

34:20

I have one question regarding the. The calibration sessions. So you mentioned
nothing about me. Without me, well, we're not there. Right. And we also don't
know who is else in this calibration meeting. So who are we compared to? So how
can you mention nothing about me without me? Because I'm not there. I'm not
there to defend myself or to explain myself. What maybe other managers have felt
or has happened. 
LLaura Klara Schoofs

34:52

Do you want to take a Carlota or. 
CCarlota Hugues

34:54

Yeah, yeah, I think you're right in terms of like perhaps we are using the term
too loosely. Yeah, you're not going to be there. 
CCarlota Hugues

35:02

That's true. 
CCarlota Hugues

35:03

However, what we're trying to convey the message is that's why that first self. 
CCarlota Hugues

35:08

Evaluation is so important and the always on conversation is so important
because that's. 
CCarlota Hugues

35:13

Your Chance to really have that, give that information, that input, that
firsthand input. 
CCarlota Hugues

35:18

To your line manager so that your. 
CCarlota Hugues

35:20

Manager has all the facts, the information. 
CCarlota Hugues

35:24

That, so that when they go to the calibration, we can have all that information
as well. That's kind of our way to say that. 
CCarlota Hugues

35:31

And then to your question around, if. 
CCarlota Hugues

35:33

You don't know who you are calibrated for, please reach out to your P. 
CCarlota Hugues

35:36

And O lease because they should be giving you who is going to be. 
CCarlota Hugues

35:41

Discussed during that meeting. It's not a secret. You should know. If you don't
know, contact your PNO lead and ask where I am going to be calibrated and with
whom I'm calibrated. 
11Jitesh Katkoria

35:53

But you never know all the topics that's going to be discussed. Right. It's a
whole year and it will be very surprising if you can remember everything that
happened during that year. So therefore I think it's very loosely said nothing
about me, without me, because it's not applicable. Because it might be that
something has happened for another manager that could have been a negative
impact or a positive impact to my performance. But that doesn't mean that I
would have remembered it if I would have skilled it in the same impact to put it
in my performance review. 
CCarlota Hugues

36:31

Yeah, I will challenge that because that's. 
CCarlota Hugues

36:34

Why we have always encouraged, always on conversations. We shouldn't have waited
for the end of the year to have this conversation to have like throughout the
year we should have performance reviews and performance conversations. 
CCarlota Hugues

36:46

The system also allows you to put. 
CCarlota Hugues

36:47

That information in the system if you wish. So. 
CCarlota Hugues

36:50

So I know that we're getting into a culture to make that happen a little bit
more. 
CCarlota Hugues

36:54

But we should be trying, we should, all of us should be striving to do those
more and more. 
LLaura Klara Schoofs

37:00

Absolutely, absolutely. 
LLaura Klara Schoofs

37:01

And that's why we really cannot emphasize this enough. 
LLaura Klara Schoofs

37:03

Right. I mean it's really about having those always on conversation. 
LLaura Klara Schoofs

37:07

It's not a one time event that. 
LLaura Klara Schoofs

37:09

We should have those conversations. 
LLaura Klara Schoofs

37:11

It should really happen regularly, frequently throughout the year. 
11Jitesh Katkoria

37:15

And so then with all the managers that are in this calibration meeting, you
mean. Because I have meetings with my manager all the time and we discuss
things. But what I'm more mentioned is that something that I might have
considered not important, maybe for another manager, a big impact because we're
working in a global team so we're touching a lot of different fields and
different teams. So what I mentioned for what could be for me ignorant kind of
nothing could have been something big for someone else. 
SSpeaker 9

37:55

Yeah. 
CCarlota Hugues

37:56

And I think that is also that feedback will be taken to context. 
CCarlota Hugues

37:59

With all the other feedback on that calibration meeting. Not necessarily like
it's in the context of the performance for the year. 
CCarlota Hugues

38:08

But you're right, perhaps that sentence is not. 
CCarlota Hugues

38:12

Maybe we need to refresh a little bit that. Yeah, yeah. 
LLaura Klara Schoofs

38:16

But hopefully our explanation made clear what. 
LLaura Klara Schoofs

38:19

We actually refer to. 
LLaura Klara Schoofs

38:20

And everyone being conscious of time and. 
LLaura Klara Schoofs

38:23

The content that we still need to. 
LLaura Klara Schoofs

38:24

Cover in today's session, I would love to move us forward to. 
SShehani Liyanage

38:30

Really sorry, Larry, just like a very quick question now, Wendy. If you have
changed your roles and I'm sure there might quite a few like that. So you had
eight months of the year, a particular role and then you changed your teams,
your manager changed, everything changed for the rest of the four months. I
understand the second manager would be the one who will be doing the
rating. That's very clear. But in terms of the KPIs that we set for ourselves in
the system in the beginning of the year would still be associated with the
original that were doing. 
SShehani Liyanage

39:05

So are we supposed to now change the KPIs and also for the rest of the four
months, I also didn't get formal KPI, you know, so just want to know a little
bit on how that commenting on the KPI performance needs to be done in the
system. 
CCarlota Hugues

39:21

I can take that as well, Laura. 
CCarlota Hugues

39:24

So honey, first of all, your goals, your goals. You can edit your goals
throughout the year. So if you change your manager four months ago, you should
have already added. 
CCarlota Hugues

39:35

Your new goals for the new role. 
CCarlota Hugues

39:39

Now if you haven't done that, don't. 
CCarlota Hugues

39:40

Worry because through this process that you're. 
CCarlota Hugues

39:43

Going to start again, you can. 
CCarlota Hugues

39:45

Well, I'm referring. You're asking for yourself, perhaps you're asking for
someone else in your team. 
CCarlota Hugues

39:49

But so if the person has actually haven't done it for whatever reason, they. 
CCarlota Hugues

39:54

Can do that now through the system. 
CCarlota Hugues

39:56

They can add and edit the goals and then the form will be including these
new. All the completed goals that has happened throughout the year. 
CCarlota Hugues

40:04

So that is possible. 
SSpeaker 11

40:06

Okay. 
SShehani Liyanage

40:06

And remove all the original goals itself and put the new ones. Or do I keep
those and edit. 
CCarlota Hugues

40:13

Some of it how you can edit, add, delete, you can. 
CCarlota Hugues

40:18

Do whatever you and like you need to do from the form. The form is very flexible
and that's. And that's that obviously your line manager will be, will send a
notification that you make some changes and they will notice that there's
changes in the codes. Yeah, you can discuss this functionality has been on
throughout the year, since last year, so it's not new functionality. 
LLaura Klara Schoofs

40:42

All right, thank you. Hopefully that's making it clearer. Shahani. 
LLaura Klara Schoofs

40:48

So in terms of the process and. 
LLaura Klara Schoofs

40:50

The timelines, this is really important now. 
LLaura Klara Schoofs

40:56

And excuse this rather busy slide, but hopefully it's getting much clearer when
we go through the different bubbles together. So what is essential for you as a
Flora foodie are actually the first. 
LLaura Klara Schoofs

41:08

Two bubbles on the left and basically the very first one. 
LLaura Klara Schoofs

41:13

So November 5th to December 6th, the first two bubbles, this time frame is set
in stone, but the dates within. 
LLaura Klara Schoofs

41:23

Those two bubbles are guidelines that. 
LLaura Klara Schoofs

41:25

We recommend everyone to stick to because. 
LLaura Klara Schoofs

41:28

There'S a lot of things happening in those six weeks. 
LLaura Klara Schoofs

41:31

What is essential for you as a Flora foodie is the very first step. So November
5th today to November 15th. 
LLaura Klara Schoofs

41:39

Our recommendation, complete your self evaluation in the system as soon as you
receive the invite. After you've completed your self assessment, have. 
LLaura Klara Schoofs

41:51

That great performance conversation with your line. 
LLaura Klara Schoofs

41:54

Manager and then this is not for. 
LLaura Klara Schoofs

41:57

You, but this is rather for information for you. Managers are going to input
proposed ratings into the system and after that, and that is the second bubble
calibration sessions. 
LLaura Klara Schoofs

42:08

Happen and we need quite some time for those calibration sessions because what
can happen is that we have a local calibration session first, followed by the
regional and the global ones. 
LLaura Klara Schoofs

42:18

So important for you. First step, complete your self evaluation forms in
SuccessFactors as soon as you receive. 
LLaura Klara Schoofs

42:25

The invite and then have that great conversation with your line manager. The
yellow bubble is December 9th to. 
LLaura Klara Schoofs

42:37

December 13th where we have a freeze in the system for XCO sign offs and during
that week managers cannot access. 
LLaura Klara Schoofs

42:44

The forms or complete any comments. They can only do that December 14. 
LLaura Klara Schoofs

42:49

To January 10 and January 10 is also the day that you should latest receive your
verbal communication from your line. 
LLaura Klara Schoofs

42:59

Manager about your rating and the reason. 
LLaura Klara Schoofs

43:02

Behind it or reasons. Because as you can see in the. 
LLaura Klara Schoofs

43:06

Final bubble, reviews are going to be. 
LLaura Klara Schoofs

43:08

Shared in success factors by January 13th. 
LLaura Klara Schoofs

43:12

And as I said, no rating without communicating. 
LLaura Klara Schoofs

43:15

That's why you will latest receive your. 
LLaura Klara Schoofs

43:18

Verbal communication about your rating January 10th. 
LLaura Klara Schoofs

43:23

And to make it a bit more. 
LLaura Klara Schoofs

43:24

Simple, hopefully this picture says a lot. So this is your the Flora foodie
experience and that's what it will look like. So you allocate approximately one
hour for your self evaluation as soon as you receive your assessment invite. 
LLaura Klara Schoofs

43:42

After that you have that great conversation. 
LLaura Klara Schoofs

43:45

With your line manager. 
LLaura Klara Schoofs

43:46

So this should be a very open. 
LLaura Klara Schoofs

43:48

Sharing conversation about what went well, what could have gone better, what are
you. 
LLaura Klara Schoofs

43:54

Proud of, you revisit your goals of course. And you just reflect together and
after that the next thing that you will be involved in is you will hear about
the outcomes. Of course that will be in January. 
LLaura Klara Schoofs

44:08

And then as you can see, you will enter the system again because you're going to
read the comments of your line manager, plus you will be asked to sign the form
because that is. 
LLaura Klara Schoofs

44:18

How we close the full process signatures. 
LLaura Klara Schoofs

44:21

By you and your line manager. And as we got the question in the past quite often
about, hey, what is happening in the real world versus. 
LLaura Klara Schoofs

44:33

What is actually happening in the system, please feel free to revisit the
slide. So on the left side the process. 
LLaura Klara Schoofs

44:40

You see what is actually happening in the real world and then on the. 
LLaura Klara Schoofs

44:43

Right you have success factors, what's happening in the system. And important
for you is first step. 
LLaura Klara Schoofs

44:48

In the process, the self evaluation. You complete your self evaluation in the
system in SuccessFactors. 
LLaura Klara Schoofs

44:56

So that's when you enter the system. 
LLaura Klara Schoofs

44:58

Performance review discussion with your line manager. They happen outside the
system and then the next steps are rather important for your line managers. 
LLaura Klara Schoofs

45:05

So there's going to be proposed ratings. 
LLaura Klara Schoofs

45:07

Comments, then the calibration sessions happen, there's a freeze for xcosign
off, managers can finalize their comments and then that's important for
you. Again, step number six, Flora Foodies are going to be asked for their
signature in the system. So hopefully that clarifies again. 
LLaura Klara Schoofs

45:27

And everyone, before we get into the. 
LLaura Klara Schoofs

45:30

Final part of today's session, I would love to launch my second poll and see if
numbers have changed in terms of how well you understand the process and the
approach. Now, let me know. Oh, I'm seeing quite some very well,
somewhat. Well. 
LLaura Klara Schoofs

46:06

Not sure if the one saying not at all if that was by. 
LLaura Klara Schoofs

46:09

Mistake or if someone really doesn't understand. 
LLaura Klara Schoofs

46:12

The process or the approach at all. 
LLaura Klara Schoofs

46:14

Then please reach out to your P and O leads. 
LLaura Klara Schoofs

46:17

Really make sure that you do understand. 
LLaura Klara Schoofs

46:20

The approach and the process because it's really essential. But the majority
saying very well or somewhat. Well, that's really good to see. 
LLaura Klara Schoofs

46:31

A few being in the neutral stage. 
LLaura Klara Schoofs

46:33

So again, please reach out to your P and O leads. 
LLaura Klara Schoofs

46:37

They have all the information, they can give you all the details if you have
further questions. 
LLaura Klara Schoofs

46:44

Great. Thank you everyone for your participation in that. Carlotta, any more
questions in the chat? It's difficult for me to check the. 
CCarlota Hugues

46:56

Chat, yeah, quite a lot and I'm. 
CCarlota Hugues

47:00

Trying to respond as we speak, but. 
CCarlota Hugues

47:02

There is a question from Lauren. About what? About if I'm going on maternity
leave or someone in my team is going to maternity leave. By 10 January, do you
still assume you will have a verbal chat with your line manager? 
CCarlota Hugues

47:18

How will you sign off the evaluation without a chat? 
CCarlota Hugues

47:21

So by 10 of January, it's when we are. So the verbal communication should
happen, but the rating will be available in the system beforehand. So if that
happens. So the line manager can also have. 
CCarlota Hugues

47:37

The conversation already and if the calibration has been signed off and
everything has been signed off, which. 
CCarlota Hugues

47:42

But it's going to happen by the time XCO signs off. 
CCarlota Hugues

47:45

Yes, the person can have that conversation. 
CCarlota Hugues

47:47

Even in December with the person about the rating. It's just that we are
ensuring that whatever happens the absolutely last day, that. 
CCarlota Hugues

47:57

Line manager should be communicating the rating us on 10 January, because by
13. 
CCarlota Hugues

48:02

January the system is going to publish. 
CCarlota Hugues

48:04

The rating for the in person. 
CCarlota Hugues

48:05

We don't want people to know about. 
CCarlota Hugues

48:06

The rating via the system. We want them to notify. 
LLauren Tolond

48:10

I think, Carlotta, my question was just because I go off after the freeze and
people are just generally very respectful of not trying to call you while you're
on maternity leave. I was just wondering, how do you navigate that not having
the conversation if you've gone off before the rating has been locked, but then
still needing to sign it off without having the conversation? 
CCarlota Hugues

48:30

Yeah, I get your point. I think that's a good discussion to have with your P and
O lead. 
CCarlota Hugues

48:36

And how you can navigate that if. 
CCarlota Hugues

48:39

And perhaps, and perhaps there's a way. 
CCarlota Hugues

48:41

That you can have a call, a brief call if you want to during that time, if need
be, or I don't know, like a conversation. In that case, you will still have
access to the system anyhow. 
CCarlota Hugues

48:55

So you will see the comments as. 
CCarlota Hugues

48:58

Well from the line manager when they are available. And perhaps like it's. 
CCarlota Hugues

49:02

I think it's going to be up. 
CCarlota Hugues

49:03

To you and how you want to. 
CCarlota Hugues

49:03

Manage that with your line manager. 
CCarlota Hugues

49:05

Have that discussion with your line manager. And how would you want to have that
discussion? Just obviously take into consideration your time. 
LLaura Klara Schoofs

49:13

Okay, thanks. 
CCarlota Hugues

49:17

And there's another question. What happened if a person does not. 
CCarlota Hugues

49:22

Agree with the score he received and doesn't want to sign off? Adam, you can not
sign off in the system. But I will also suggest if that happens, you will need
to contact your P and O lead, local P and O lead, to understand what is this the
local procedure around that? Because obviously that bar is dependent on the
country you are based. 
LLaura Klara Schoofs

49:44

Yeah. And then also, Carlota, I'm seeing a question. What happens for someone
who has joined late October, do they also receive the self evaluation form. Yes,
yes you do. Because cutoff date is you have to have joined before 1st of
November. 
LLaura Klara Schoofs

50:00

Hope that helps. 
LLaura Klara Schoofs

50:01

All right, being conscious of time, we. 
LLaura Klara Schoofs

50:03

Only have 30 minutes left. 
LLaura Klara Schoofs

50:06

Let's move to setting you up for that great conversation. And everyone who's
familiar with our always on material will have seen those key areas to focus on
before. So let's go through them together. 
LLaura Klara Schoofs

50:22

First of all, there are the goals. 
LLaura Klara Schoofs

50:24

So take a moment to revisit the. 
LLaura Klara Schoofs

50:27

Goals that you set at the start of the year. Celebrate the stretching objectives
that you've achieved, but also consider the KPIs that maybe were missed. 
LLaura Klara Schoofs

50:36

So which goals were met, which goals. 
LLaura Klara Schoofs

50:40

Might need to be changed, adapted, which might no longer be relevant. 
LLaura Klara Schoofs

50:43

Right. So Shahani, that's maybe also related to your question and this is really
your. 
LLaura Klara Schoofs

50:48

Chance to have a meaningful chat about. 
LLaura Klara Schoofs

50:50

Your goals, your achievement and your key performance indicators. 
LLaura Klara Schoofs

50:54

The next key area would be about. 
LLaura Klara Schoofs

50:57

Performance and impact and as I've mentioned. 
LLaura Klara Schoofs

51:00

Previously, hopefully emphasize this sufficiently. It's not just about the
numbers. Here at Flora Food Group we also. 
LLaura Klara Schoofs

51:07

Want to speak about how have you achieved your goals. 
LLaura Klara Schoofs

51:11

So did you really embody our values. 
LLaura Klara Schoofs

51:13

Of performance, care and passion? And this broader conversation should really
highlight the sustainable performance in the impact of your work. 
LLaura Klara Schoofs

51:23

So reflect on how your approach and. 
LLaura Klara Schoofs

51:25

Your behaviors contributed to your success. 
LLaura Klara Schoofs

51:30

And then we have the rather forward looking part that Eve mentioned yesterday
and. 
LLaura Klara Schoofs

51:34

That is so essential to also focus on. 
LLaura Klara Schoofs

51:37

So there's growth and development, that's basically about what's next. So
looking ahead, thinking about your development needs, what are your strengths
and what might be barriers that need to be removed to help you really build more
capability. So it's all about planning for your growth and ensuring that you
have the. 
LLaura Klara Schoofs

51:56

Support to overcome any challenges. 
LLaura Klara Schoofs

51:59

And as I said, this is a. 
LLaura Klara Schoofs

52:00

Rather forward looking part. But also let's not forget about the. 
LLaura Klara Schoofs

52:06

Health and the happiness part. So reflect on how you have managed. 
LLaura Klara Schoofs

52:10

Throughout the year, consider your well being. 
LLaura Klara Schoofs

52:13

And where you face difficulties maybe. 
LLaura Klara Schoofs

52:15

So discuss with your line manager where you need more support from him or her or
maybe even from the business. 
LLaura Klara Schoofs

52:21

Because just like athletes, we all need. 
LLaura Klara Schoofs

52:24

To rest and recover to avoid burnout. 
LLaura Klara Schoofs

52:26

And to really maintain sustainable high performance. 
LLaura Klara Schoofs

52:29

Right? So we encourage you to be really brave and to cover all of those topics
in your review. 
LLaura Klara Schoofs

52:39

And one practical tip from my side. 
LLaura Klara Schoofs

52:42

To prepare for your review I would recommend drawing out kind of. 
LLaura Klara Schoofs

52:46

A four box grid and really reflect. 
LLaura Klara Schoofs

52:49

Open and honestly before the conversation. 
LLaura Klara Schoofs

52:52

So really think about the key messages that you want to convey. 
LLaura Klara Schoofs

52:55

To your manager. 
LLaura Klara Schoofs

52:57

And by covering all those four topic. 
LLaura Klara Schoofs

52:59

Areas, you'll have a very comprehensive and productive performance review
discussion. So really everyone, let's make the most. 
LLaura Klara Schoofs

53:07

Out of this opportunity to reflect, to grow and to plan for the future. 
LLaura Klara Schoofs

53:14

And then let's quickly have a conversation about feedback. Because this is at
the heart of everything. It is so essential. I can't emphasize this enough. So
an approach regarding to feedback. First of all, ask for feedback. This is so
much easier often to. 
LLaura Klara Schoofs

53:32

Proactively ask for it instead of just. 
LLaura Klara Schoofs

53:34

Being given the feedback. 
LLaura Klara Schoofs

53:36

Also, when it comes to owning it. 
LLaura Klara Schoofs

53:38

Right, and owning it's not always the easiest when you get kind of a
constructive feedback. But let's be honest, we all need feedback to improve as a
human being. 
LLaura Klara Schoofs

53:48

But also in the business. So in my opinion, and I always say that feedback
should always be seen. 
LLaura Klara Schoofs

53:53

As a gift, even if it's not. 
LLaura Klara Schoofs

53:56

That easy to handle in the first instance. Maybe you need to pause to reflect. 
LLaura Klara Schoofs

54:00

To let that feedback think. But I always consider feedback as a. 
LLaura Klara Schoofs

54:05

Gift because it is another person who is giving me the chance to grow, to
develop and to really improve my performance. 
LLaura Klara Schoofs

54:12

But not only my performance, also as a human being. 
LLaura Klara Schoofs

54:17

Next one, collect a rounded view. Really make sure that you include the. 
LLaura Klara Schoofs

54:21

Key stakeholders in your feedback so that. 
LLaura Klara Schoofs

54:25

You really get different perspectives. And then in case you are the person who
is giving the feedback, the. 
LLaura Klara Schoofs

54:32

SBI model might be a very good one to use. And SBI is the it's standing for
Situation, Behavior and Impact. We use that a lot in our leadership programs as
well. So if you have any detailed questions about that, let me know. So
situation means you describe the situation. 
LLaura Klara Schoofs

54:52

What happened and when, and be as. 
LLaura Klara Schoofs

54:54

Specific and detailed as possible. 
LLaura Klara Schoofs

54:57

Behavior, you would describe the behavior that you've observed. Again be as
detailed as possible. 
LLaura Klara Schoofs

55:02

And then when it comes to impact. 
LLaura Klara Schoofs

55:04

You describe what you thought noticed or what you felt as a result. So that can
be a very helpful. 
LLaura Klara Schoofs

55:11

Model to structure your feedback and then feedback tools available. First of
all, as I mentioned, there's. 
LLaura Klara Schoofs

55:19

A 360 feedback tool in SuccessFactors. 
LLaura Klara Schoofs

55:21

Anyone can use it at any time. 
LLaura Klara Schoofs

55:23

You have to have at least five responses. 
LLaura Klara Schoofs

55:26

So it's going to be anonymous, it's not mandatory, but it can be very useful to
have that in addition for your end of year conversations. 
LLaura Klara Schoofs

55:35

But anyway, throughout the year of course. 
LLaura Klara Schoofs

55:37

And then we have a rather informal. 
LLaura Klara Schoofs

55:39

Continuous feedback tool in SuccessFactors as well. 
LLaura Klara Schoofs

55:42

And one final idea would be using the Start, Stop, Continue model. That would
probably not be very anonymous, but you could for instance send it out by email
to any of your. 
LLaura Klara Schoofs

55:53

Key stakeholders that you would love to. 
LLaura Klara Schoofs

55:54

Collect feedback from and ask them what shall I start doing? Stop doing,
continue doing? And then some top tips from my side in terms of feedback but
also the end of year conversations in general. Everyone really be open to
discuss the good, the ugly, the bad. 
LLaura Klara Schoofs

56:17

What you could have done different, what have you learned? 
LLaura Klara Schoofs

56:20

Because the more open we are, the more we will get out of this conversation and
let's really use it as an opportunity to learn, to grow and to develop. So the
more vulnerable and open we are, the better it will be for us. And also be brave
to discuss some topics that might feel uncomfortable at first. 
LLaura Klara Schoofs

56:41

Because often this sense of discomfort means. 
LLaura Klara Schoofs

56:44

That it is an important conversation to have. 
LLaura Klara Schoofs

56:46

So really dare to go there and be brave. 
LLaura Klara Schoofs

56:49

And that's in terms of the conversation. 
LLaura Klara Schoofs

56:51

Itself, but also about well in terms of the feedback that you might want. 
LLaura Klara Schoofs

56:56

To give to your line manager. And finally really try to have the end of your
performance review discussions face. 
LLaura Klara Schoofs

57:04

To face if possible. 
LLaura Klara Schoofs

57:06

If you are working in the same region, same country, really go to the office of
the same day. If not, definitely have your camera on because facial expressions
already tell a lot of the story. And being conscious of time, we or you might
want to take a screenshot of those example questions that we have for you in
terms of your self evaluation. So again it's just example questions that you
might find useful. 
LLaura Klara Schoofs

57:41

Just take a screenshot if you want to. 
LLaura Klara Schoofs

57:43

There might be many other questions as well, but just as kind of an. 
LLaura Klara Schoofs

57:48

Example set of question that you can. 
LLaura Klara Schoofs

57:50

Use today as soon as you receive the link that's being sent from the system, so
you have a few points to start your reflection on. So it's basically about
looking back, what are you most proud of? We started the session with that
question. Then think about your goals. 
LLaura Klara Schoofs

58:06

What did go well? 
LLaura Klara Schoofs

58:07

What did not go well? What have you learned? 
LLaura Klara Schoofs

58:09

And then also think about is there any data that you still need to. 
LLaura Klara Schoofs

58:13

Collect or want to collect for your conversation with your line manager? Some
KPIs can be whatever data that you want to bring to the conversation. And then
how have you demonstrated our core values, performance, care and passion. And of
course the forward looking part, what could make your impact even better going
forward into 2025? How can you leverage your strengths? 
LLaura Klara Schoofs

58:36

What do you want to achieve? 
LLaura Klara Schoofs

58:39

So hopefully those help for you to get into the reflection mode and to have a
starting point. And everyone, that's basically my final slide for you. It's all
about the actions on your behalf so first of all complete your. 
LLaura Klara Schoofs

58:57

Self evaluation in SuccessFactors as soon as. 
LLaura Klara Schoofs

59:00

Possible after the launch today. So you will receive the email anytime today,
prepare for and then have that great performance review discussion with your
line manager and then also be ready of. 
LLaura Klara Schoofs

59:16

Course to sign at the end of January. Within SuccessFactors for January there
are two. 
LLaura Klara Schoofs

59:22

Additional bullet points just raising awareness. 
LLaura Klara Schoofs

59:25

Attend a briefing session on goal setting. 
LLaura Klara Schoofs

59:27

In early January and of course we. 
LLaura Klara Schoofs

59:30

Will ask you to discuss and to. 
LLaura Klara Schoofs

59:32

Enter your initial 2025 goals into the. 
LLaura Klara Schoofs

59:36

System success factors within the month of January. 
LLaura Klara Schoofs

59:45

So we have another three minutes for any questions. If you want to come off
mute. 
LLaura Klara Schoofs

59:52

With your question, feel free to do so. 
LLaura Klara Schoofs

59:54

I am going to launch a pineapple meanwhile. 
LLaura Klara Schoofs

01:00:01

Because I would really love to. 
LLaura Klara Schoofs

01:00:03

Understand from you how useful the session was for you. Please let us know. 
LLaura Klara Schoofs

01:00:20

Any remaining questions. 
LLaura Klara Schoofs

01:00:21

That you would love us to reply to. Feel free to come off mute. And again with
any other things that might be not 100% clear, always reach out to your P and O
lead. They will have all the answers. And Carlota, any other questions in the
chat? 
CCarlota Hugues

01:00:45

Yeah, there was a question about when can you set up a360 when can. 
CCarlota Hugues

01:00:52

You read the reports? And I was responding that only when you receive five
answers and wise responses it's going to be visible for you and I will check
if. 
CCarlota Hugues

01:01:09

I will check if we can reduce the amount. 
CCarlota Hugues

01:01:12

Of it's already system is set up in that way. I will need to check if that's
possible if we can reduce the number because. Yeah you're right Rudy, just
seeing it. 
LLaura Klara Schoofs

01:01:23

Just seeing it Rudy. 
RRudy Schilders

01:01:24

Yeah, yeah, I'm off mute so just where this is coming from, I've really stopped
using the system with the feedback because one year I invited like six or seven
people, four people took an hour time to give me feedback and then I wasn't able
to read it. So that for me is a complete waste of effort and a waste of time. 
LLaura Klara Schoofs

01:01:58

It's a fair point. 
RRudy Schilders

01:01:58

You should be able to read any feedback you get because people have taken the
time to really give you a review. So you should be able to read it. 
CCarlota Hugues

01:02:10

Yeah, we will check. Sometimes this type of decision is not that we don't do,
it's just the system. There are systems constraints because they're set. 
CCarlota Hugues

01:02:18

It up in a set of ways. But we will check that. Rudy. 
LLaura Klara Schoofs

01:02:23

Yeah, thank you for bringing it up Rudy. 
RRudy Schilders

01:02:26

Thank you. 
LLaura Klara Schoofs

01:02:30

All right everyone, it's 10:30 so we are exactly on time and thank you for the
great feedback. I'm glad it was informative for you and you liked it, you found
it useful. If you have any remaining question, reach out to your P and O
leads. And thank you so much for taking the time. Thank you for
joining. Hopefully you all have a great rest of the year. Great performance
review discussions with your line managers. So, yeah, thank you very much. Thank
you for joining. 
MMonika Gluszek

01:03:04

Thank you. Bye Bye. 
NNienke Pek

01:03:07

Thank you. Thank you. 
LLaura Klara Schoofs

01:03:13

You're very welcome. Thank you everyone. Bye. 
00:0002:10:02
1×










Continue viewing the meetingTranscribe, summarize, search, and analyze all your
voice conversations.
Continue with GoogleContinue with Microsoft
Why does Fireflies require access to my calendar?
By signing up, I agree to Fireflies' Terms of Service, Privacy Policy  and Data
Processing Terms. Security is our top priority. Learn more
SECURED BY 256-BIT AES AND TLS ENCRYPTION