Developing our people
Core elements of the adidas Group performance culture [Click image to enlarge - opens new window]
We aim to identify, recruit and retain the best people by providing development and career opportunities on a Group-wide level. We achieve this through our strategic HR pillars that focus on:
- Creating a positive work environment
- Instilling a culture of performance
- And being the employer of choice.
Go for Gold
Just like athletes, employees of the adidas Group need a training plan and a coach to build on their strengths, overcome their own challenges and improve their technique to achieve their goals. We 'Go for Gold' and base our efforts on the three success drivers of our performance culture: 'Leadership Excellence', 'Performance Management' and 'Talent Management'.
Leadership Excellence
Leadership in what we do and how we do it is key to our success. Our executives and managers enforce Leadership Excellence and instil a culture of performance. They are the main drivers and sponsors of the company's performance and talent management.
Performance Management
Performance Management is the platform of our success. Evaluation tools such as PEP (Performance Evaluation and Planning) measure an employee's current performance based on job and competency requirements. Employee performance levels serve as an indicator for base salary development and variable compensation, supporting our goal of paying for performance. PEP also covers the setting of individual business targets and the planning of training and development activities. For both individual and team performance improvement, we offer targeted support based on need; for example, skill training in team development, managing people and objectives as well as coaching and strategic management. All aiming for one goal: to train and develop our employees to be 'Fit for Today'.
Talent Management
With our Talent Management tools and processes, we identify employees at all levels who have the potential to become leaders in the business - our talents. To prepare them for new and more complex future roles, they take part in targeted development programmes covering:
- Innovative and state-of-the-art input in the area of management and leadership
- Individual preparation for new competency requirements
- Fostering of global networking
- Knowledge transfer into the current and future business.
Actively managing internal succession is key to our competitive position.
- Employee training, adidas Group HQ
- With our Talent Management tools and processes, we identify employees at all levels who have the potential to become leaders in the business - our talents