In the new strategic period, we focus on managing talent—employees with exceptional abilities, skills, and potential who can significantly contribute to the organization’s growth and performance. Division leaders are equipped to identify such individuals through regular performance evaluations (quarterly reviews), identifying potential for growth and development, and continuous monitoring of employees’ skills and capabilities. Investing in their development is essential, utilizing specialized training, mentoring, development programs, and other growth opportunities. As part of our strategy to retain these employees, we prioritize competitive compensation, favourable working conditions, career progression, and recognition. Retaining top talent helps reduce turnover, enhances workplace morale, and lowers recruitment and training costs.
The company is committed to creating a positive and supportive environment for these employees and continuously improving it to ensure they feel recognized, respected, and motivated. We will support teamwork and conflict resolution, offering opportunities for growth through courses, training, mentoring, and more. Fair compensation tied to job performance and competitive market wages will be ensured. Recognizing and rewarding good performance and success, including praise and acknowledgment, will remain an essential part of the responsibilities of managers.
We respect the balance between work and private life, and we will provide flexible working conditions to the greatest extent possible, as long as the company's operational requirements allow. We are committed to regularly gathering feedback from our employees through Satisfaction Surveys and will strive to identify areas for improvement.
A well-designed benefits program ensures employee motivation and workforce stability. Team events strengthen relationships among employees and enhance the workplace atmosphere. Regular feedback and communication with talented employees are essential.
Feedback is gathered through regular discussions between supervisors and talents, serving as an effective tool to gain deeper insight into their needs, goals, and concerns. These conversations should be open and constructive. 360-degree evaluations, which collect feedback from supervisors, peers, and subordinates of talented employees, can provide a multifaceted perspective and offer a comprehensive view of their performance.
Surveys and questionnaires, particularly anonymous ones, allow employees to express their opinions without fear of reprisal. Mentoring and coaching are effective tools for obtaining feedback from talents. To ensure continuity and minimize the impact of talented employees leaving, the organization has established a succession plan, identifying and preparing suitable successors.
Working with talents can provide the company with competitive advantages, helping it achieve goals effectively and ensuring success. It is an investment in the future of the company and the development of its workforce.
