Developing talent is a critical part of Ahold’s strategy. We believe that the organization is only as good as its people. Ahold has a comprehensive process for developing our people. Our process includes challenging work assignments, opportunities for personal development, and feedback on results.
At Ahold, we believe that developing people for the future is an important part of every manager’s job. Employees at Ahold participate in a wide variety of professional development activities ranging from executive education programs to one-to-one coaching. The company also believes that performance coaching should not be limited to on-the-job deliverables, but should include feedback related to professional competencies.
Performance management at Ahold is designed to ensure people are recognized for their contributions. Each year, managers and employees meet to review results over the past year, discuss personal development, and plan key objectives for the year ahead. Throughout the year, managers and employees then discuss those plans as a part of our ongoing performance management process. Performance management is an important part of Ahold’s culture, as it focuses people on results and identifies those who are ready for additional challenges.