Toyota – higher quality performance and development reviews
Continuous improvement is one of Toyota’s core values, and it characterizes the culture of the company worldwide. “Focus on quality improvements and quality must also apply to performance and development reviews,” says Kjetil Jenssen, HR Director at Toyota Norway.
“The Appraisal Manager and Business Planner from CatalystOne seemed tailor-made for our management processes.”
Performance appraisals using the “paper method” just weren’t structured enough. The process was too haphazard, and follow-up could be inadequate. For Toyota Norway, it was completely natural to introduce quality and structure in key management processes.
“We had to transition from culture to structure,” says HR Director Kjetil Jenssen.
Over the past three years, the company has gained valuable experience with IT support from CatalystOne – Business Planner, which simplifies the company’s overarching business planning, and Appraisal Manager, which supports their performance and development reviews.
Kjetil Jensen points out that it was the process itself and its content that were important to the company. “Many people choose a system first and fill it with content that fits the system,” he explains. “We started with the process and set requirements for a tool that would reflect it.”
Solutions from CatalystOne make it easier to link annual performance and development reviews to the company’s overarching business planning, with clear objectives for each employee.
“We needed a tool that could be easily adapted to our needs,” says Jenssen. “Based on advice from CatalystOne, best practices and our own experience, we were able to create our own content, which resulted in a solid structure for development reviews.”
With software support for the process, it became easier to ensure “Toyota quality” when preparing for employee reviews. “Filling out a paper form did not provide sufficient quality in either the preparation, implementation or follow-up,” says Jenssen. “Now it is easier to set personal objectives for individual employees and relate them to our overarching strategy – and not least: follow up objectives between reviews. Better quality preparations also provide a better understanding of the content of the discussion.”
Quality throughout the entire process
For Kjetil Jenssen it is important that development reviews always have relevant and appropriate content. “Development reviews quickly become worthless if employees have to answer the same questions 10 years in a row,” he says. “Now we have a tool that makes it very easy to introduce adjustments.”
Easier to follow up objectives
Jenssen believes that a common structure for the company’s formal development review meetings has been a big win for everyone, not just HR. “We can easily track who has prepared for the meeting and who has completed the review. It is also extremely simple to create reports and identify any need for courses and refresher training. This has to be better quality! Both the structure, the content and throughout the entire process.”
HR Director Toyota Norway AS.
Quality is most important! Having a solid structure and a uniform process for our development reviews has been a great benefit to the entire organisation.
Toyota Norway wanted first and foremost to ensure higher quality in their employee performance and development reviews – before, during and after the meetings.
The benefits Quality – Structure – Quality! For the entire process. Key management processes, as well as performance and development reviews, are performed with quality assured content and with a “follow-up guarantee”.
Toyota Norway are the importers of Toyota and Lexus in Norway. The company has 79 employees and is based in Drammen. Toyota has been a market leader in Norway with regard to customer satisfaction, loyalty and reputation for many years, and has a strong focus on customer and employee satisfaction.