Performance Management
Performance assessment in Luxottica is a process of fundamental importance underpinning all the main human resources management and development activities: from learning to internal mobility, from reward systems to succession management.
Everyone who works in Luxottica can be said to have embarked on a journey, a personal and professional enterprise in which the Company provides all the support people need to reach their chosen destination. They are given useful suggestions for career planning, they are steered towards interesting situations and people and supplied with information on the risks and opportunities to be met along the way.
Luxottica is committed to giving guidance and support to everyone who wants to take up this challenge. It makes regular reviews of people’s progress and helps them plan their next moves.
Performance assessment is a priority for Luxottica and an important event for all Luxottica people, enabling them to:
- share in the Organization’s objectives and priorities and understand how they translate into individual targets;
- form detailed expectations in terms of results and professional growth, using structured feedback on strengths and areas for improvement, and define activity and development plans;
- understand and define the skills and behavior patterns required to perform as effectively as possible in the roles assigned.
The performance management process involves both assessment of results with respect to the targets set (the WHAT) and the organizational efforts people make to achieve those results (the HOW).
Objectives are defined objectively and measurably and may be tied to business targets (processes/projects) and/or organizational development targets (skills, capacities).
Organizational behavior patterns are a projection of Luxottica’s Characteristics: imagination, passion, spirit of enterprise, simplicity and speed.
These characteristics provide terms of reference with which to understand the styles and methods people adopt in their work and how they become players in the life of the Company. The capacity to successfully interpret a given role is cultivated with the help of detailed feedback and focus on managerial development.
In Luxottica, the HOW (ways to achieve results) is just as important as the WHAT (the targeted results).
Performance assessment is thus a continuous, year to year process in which there are three main steps:
- definition of objectives (usually in February or March);
- interim assessment of performance (half-way through the year) in terms of the degree of achievement of results and the organizational behavior shown in the first part of the year and planning of any necessary corrective action;
- final performance assessment (usually in January).
