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eOn this page you will find information that will help you to understand which processes, programs and tools we have available to support your growth as an employee and as a leader. In Dümmen Orange we are actively working on creating a culture of continuous learning, effective execution and global inclusion. The fundamentals of our culture are captured in our values (Commitment, Focus, Passion, Responsibility), which support the overall Shared Vision of our company.
Taking care of our employees and their professional and personal growth is part of our core values (Responsibility). We strongly believe that adults learn and grow most on the job (70-20-10 rule). This is the key focus of our employee development approach at a global level.
Employee Development
1. Performance Dialog
2. Goal Setting
3. Development Plan
4. Career Assessment
5. Learning about our Values
6. Ability to Execute (A2E) Program
Leadership Development
7. 360 Review
8. Leadership Framework
9. Management Development Program
Employee Development
1. Performance Dialog
In Dümmen Orange we have a dialogue process that is based on our values, respect and continuous learning. We therefore do not have one dimensional performance reviews, but a two-way performance dialog process. The foundation is laid in continuous feedback sessions during the year.
Our Performance Dialog process is consistent around the globe and applies to all employees. There are two types of Performance Dialog forms: for Support Staff and for Operational Staff. The difference are the descriptions of the Behavioral Examples.
Behavioral Examples are descriptions of the desired behavior in relation to our values. The examples are divided into four different levels. The further you grow in the organization, the higher the expectations are from a behavioral perspective. We urge you to review the Behavioral Examples prior to entering into a Performance Dialog conversation.
Behavioral examples
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Performance Dialog Form workflow
Performance Dialog Form selection
Performance Dialog Form - Operations
Performance Dialog Form - Professionals
2. Goal Setting
For a selected group of employees, a separate goal setting form applies. These are the employees that are eligible to the STI bonus program or a local bonus program. The goal setting form defines the objectives for the coming financial year and at the end of the year the objectives will be reviewed to define the level of achievement.
For those employees that are entitled to the STI program, it is not necessary to complete the performance dialog form.
Goal Setting & Evaluation Form
3. Development Plan
Next to the development actions defined in the Performance Dialog, it is possible to create a three-year Development Plan. This multi-year plan will help you to create focus on your career path and the necessary development.
Every employee can request a Development Plan, however for employees entitled to the STI program it is mandatory.
A Development Plan is owned by the employee and supported by the manager. It should be regularly discussed and progress reviewed. The initiative for the Development Plan conversation lays with the employee.
For learning and development we support the 70-20-10 rule which means that 70% of learning and development is done on the job through challenges and projects, 20% through interaction and feedback, and 10% through (formal) training.
4. Career Assessment
In specific situations there is a possibility to request for a career assessment. This assessment is done by an external party and can support you to understand where your strengths and development areas are. Please consult with your manager and local HR Manager whether this applies to you.
5. Learning about our Values
Our values drive our company culture. Understanding how we can live the values and how to embed these into our day-to-day behavior is essential for how we work together and be successful as a company.
To embed the values in your day-to-day work, we have created Behavioral Examples (see under 1: Performance Dialog) for different level positions in the organization. Next to those examples, you can also participate in a number of modules of the Ability to Execute (A2E) program. The following modules are connected to our values:
|
Value |
A2E Module |
|
Commitment |
Creating Business Value Enhancing Ownership |
|
Focus |
Prioritize Effectively Closing the Loop |
|
Passion |
Driving Idea Generation Influence Change |
|
Responsibility |
Personal Resilience |
6. Ability to Execute (A2E) program
This A2E program consists of 15 different modules that provides us with a common language and a common tool set to improve on our values and our execution capabilities. A2E modules are provided in different languages at local level. The number of modules per location can vary as not all may apply.
Twice a year we provide a global A2E workshop consisting of all 15 modules. If you are comfortable with the English language and you like to learn and meet colleagues from around the world, than this is the place to be. The workshop consists of 4 sessions of 4 hours through Zoom.
You can sign up for either the local or global workshop with your local HR Manager.
Leadership Development
7. 360 Review
In order to help you understand your development areas better, it is possible to request a 360 review. This 360 review will provide you with (anonymous) feedback from your manager, your direct reports, your colleagues and your peers. This tool can provide valuable input to your Development Plan.
A 360 review can be requested with your local HR Manager after approval of your manager.
360 Review introduction document
8. Leadership Framework
At Dümmen Orange we are investing in our management and leadership capabilities in order to successfully implement and execute our strategy. To that end, we have defined our Dümmen Orange Leadership Framework.
The Leadership Framework identifies the aspired behavior of managers and leaders within Dümmen Orange.
Leadership behavior is a crucial factor needed to bring the company to distinguishing and sustainable success. It turns strategies and plans into performance and results. It motivates people at all levels in the organization and creates a culture of learning and excellence.
Leadership behavior is not limited to one lens, a good leader excels in all three areas of leadership: Social (Green), Cognitive (Blue) and Realization (Yellow). These three areas are centered around and grounded in our Shared Vision and Values.
Our leadership framework is supported by a set of competencies and defined behaviors. Next to the documentation, we also provide a development journey.
9. Management Development Program
The Dümmen Orange Management Development Program is designed to provide Managers with the capabilities to excel in their role. The program is based on the Dümmen Orange leadership framework which contains our expectations of the leaders we have in our organization.
The program is a journey that focuses on three elements: lead self, lead team and lead organization.
Lead self
We strongly believe that you can only be a good leader if you are able to conduct good self-reflection. Only if you are open to your own development areas, you can learn and improve. This will be the first step on this journey.
Lead team
As a manager and leader, you cannot create, implement, execute and monitor everything yourself. You have to rely on your team to do the right thing. You are as successful as the teams you lead. So, the better you can motivate, inspire and empower your teams to be successful, the better you are as a leader.
Lead organization
In Dümmen Orange we often work in a matrix structure, hence as a manager you need to get things done through other employees that are not your direct reports. You need to understand your stakeholders, be open to other perspectives, facilitate challenging conversations and drive for common goals. Managing cross-functional teams is a capability that goes beyond managing your direct reports.
Program approach
With this program you will start a journey which will enable you to grow as a manager and leader at Dümmen Orange and as an individual. The program consists of the following elements:
- 360 review
- Kick-off (on-line)
- 3-day program (in person)
- Peer coaching
- Leadership bites (online mini-workshops)
Supporting resources
The program is provided by a team of Dümmen Orange facilitators representing each region:
- Ellen Mackenbach-Lakeman (Europe)
- Bas Pellenaars (Americas and LATAM)
- Yaeger Adlam (Africa)
- Dennis Hsiao (APAC)
This team actively supports the establishment of one (leadership) culture across the globe that will support the overall DO Shared Vision. You can reach out to any of the team members if you need support or like to learn more about the program.