Development

At Nestlé, we know that it is you who will set us apart and spur our success year after year. We are only able to hit our targets because you hit yours. And this is why we have created a high-performance culture that puts the emphasis on diversity, innovation and growth. This enables your development and, ultimately, ours.

As a professional, you will find that you have a wider sphere of influence and more freedom with us than at anywhere else. This is how you will broaden or deepen your existing job responsibilities, and gain the opportunity to progress upwards.

There are three factors that will shape your career growth at Nestlé:

  • Core factors. These are non-negotiable; they are the qualities you must have if you are to make the most of all the opportunities we have to offer. They include your sustainable performance, the knowledge and skills you have about your function, the business and yourself, along with your leadership skills and critical experience.
  • Accelerators. This is the name we give to the qualities that will determine how far and how fast you progress and develop. These include your mobility, your flexibility to move between functions and categories, how well you network and how open you are to new experiences.
  • Opportunities. These are the factors that are more dependent on circumstances and activities elsewhere in the business. Opportunities can spring from new roles, new positions and new assignments overseas.

Talent Assessment and Succession Planning

Succession Planning is the way in which we plan career development and fill middle and senior-level jobs. We are very methodical about how we plan this process. Nothing is left to chance. Our succession plans cover all the key jobs in Nestlé and include a list of forecasted potential successors for those roles. At any one time, we know exactly how well these successors are performing and how close they are to taking on the next role in their development.

Importantly, our succession plans are created with input from multiple sources. In other words, we take a very rounded view of development. We look at your career history and Talent Assessments, Performance Evaluation results and other relevant development data.

Revealing Your Potential

From experience, we know that to design high-quality development plans, it is crucial to apply the 70/20/10 model. This states that experienced-based activity has the highest impact on professional and personal development, relationship-based approaches such as feedback and coaching account for 20% of impact and formal training has the least effect on how fully and quickly people develop. So with this in mind, we apply a variety of learning approaches to bring the most out of your potential.

Our Corporate Mentoring Programme will help you to accelerate your development through relationship-based support, the transfer of experience, key insights and unwritten rules, as well as exposure to areas beyond the current role.

Our International Training Centre in Switzerland will provide you with a variety of programmes and courses to exchange knowledge and share ideas with colleagues from other countries.

There is also always the opportunity to deepen your expertise and develop leadership by getting an international experience. We have over 2,000 expatriates in some 96 countries. Together with other multinationals, we have launched an exclusive network that helps dual career spouses with their local job search and professional integration in a new country.