With our new performance system approach that we launched in 2021, we aim not only to measure performance but also to ensure continuous dialogue and development. In this system based on the OKR methodology, we limit our maximum number of targets to 5. It starts the target deployment from the general manager level and also, we continue from the departments/teams to the management level and offer the opportunity to revise the targets depending on the changing conditions during the year. By setting one of the annual goals as a team goal, we create a collective and agile working environment. With a focus on continuous development, we determine at least one of our goals as a personal development goal. It makes the goals clear in order to create a transparent performance system; We make sure everyone can see each other's goals in real time.
The most important feature of our performance system is that it is fed by constant dialogue. We use two basic mechanisms to ensure continuity of dialogue. Thanks to “Instant Feedback”, everyone can exchange ideas with each other, regardless of their function, position or experience. We hold “Check-in Meetings” throughout the year, which is another function that ensures continuity of dialogue, and evaluation sessions where basic issues such as goals, personal development and career are discussed. We evaluate how it is done as well as what is done, with the behavioral criteria we add to the evaluation scale of our performance system. Even if the targeted business results are not achieved, we position the attitude, dedication and effort displayed throughout the process as an important criterion in evaluation. We use technology in the most effective way in our performance system. We provide our colleagues with a modern digital platform that they can use efficiently, with special software that is user-friendly, transparent, agile, flexible, supports collaboration and allows access from different digital platforms.
