Career and Performance
Office Employee Performance Management
We manage the performance of our office employees through the OKR (Objectives & Key Results) approach, which is one of the foundations of our agile working culture. The OKR system aligns company goals and individual goals. Goals can be updated throughout the year based on changing priorities and support a development-focused performance management approach.
During Check-in meetings held throughout the year, OKRs are reviewed regularly, feedback is shared, and the development journey of our colleagues is continuously supported. As a result, performance evaluation is no longer a process focused only on year-end reviews. It becomes a dynamic structure that supports continuous learning, development, and collaboration.
Shopfloor Employee Performance Management Process
We monitor the performance of our shopfloor colleagues through indicator- and competency-based evaluation processes conducted twice a year. In this process, not only business results but also behaviors and competencies that reflect our company culture are evaluated with a holistic approach.
Performance evaluation results provide important input for:
- Career journeys within talent management
- Reward processes
- Planning and follow-up of development activities
Talent Management
At TürkTraktör, we evaluate the potential of our colleagues not only through their current performance, but also through their competencies, development areas, and the potential future roles. With a transparent and objective approach, we support the career journeys of our colleagues while planning the future of our organization. We create personalized development opportunities for our colleagues.