To carry out the leadership fundamentals in daily work and to succeed in the role of a leader, the focus is on daily behaviors and practices, skills to create connections and interact with people, to inspire, to give feedback and overall to understand how to enable success in individual and team levels. Continuous development of leadership skills is needed.
To secure the needed competencies in leadership, we provide several leadership development programs, focusing on E.g. interpersonal skills, coaching skills, feedback skills and change management skills. The leadership development path starts with Leader@K -leadership program for newly appointed team leaders. It is a 3 module program providing an extensive learning package on leadership role and responsibilities, core competencies and skills needed and knowledge of the most important leadership processes and practices.
The leadership culture and the performance of our leaders is followed up regularly in annual employee engagement surveys, and we continuously strive to find new ways to support the good performance of the K Group leaders and the leadership culture development.
Performance management is one of the most important aspects of supervisors' work. Performance management allows us to implement the strategy together and helps us incorporate key strategic topics into our everyday work. We apply the same performance management model throughout the group including both continuous and annual discussions. We give feedback, discuss about goals and plan development as part of our everyday work.
The annual process of performance management is supported with a systematic training offering, providing short and practical learning sessions for the different process phases, covering topics such as target setting, development discussions and mid-year review and performance evaluation.
Listening to the personnel; Continuous development of employee experience
K Voices personnel surveys and pulses are our ways of systematically listening to the experiences of the personnel and measuring the quality of leadership. We utilise the results to develop methods for creating an ever better employee experience.
K Voices personnel survey is conducted in Kesko Group and some K-stores at the same time. The personnel survey addresses such matters as personnel commitment, the personnel's experiences on management work, performance enablement, well-being and psychosocial load. Based on the survey results, the teams prepare an action plan with suggested development measures and, where necessary, are provided with support to develop the way they work. Personnel pulses are used to monitor progress on the themes requiring development, based on the previous survey. They support listening to the team members on an ongoing basis and everyday managerial work by immediate managers.