The Vodafone Performance Dialogue

It’s the time of the year again where most Vodafone employees sit down with their line manager for the annual performance dialogue. Connect receives a large number of queries from members about the process, and how it should be applied.

Connect encourages all members to have a PD, and SMART objectives. These should have been agreed this time last year and should be Specific, Measureable, Attainable, Realist and Time-bound. We find that many members are given objectives that do not conform to these criteria. These should be challenged.

Throughout the year you should have a one-to-one with your line manager every month. Use this to ask for your anticipated PD grade. If you are told there are weaknesses ask for evidence and your manager should provide support in improving these.

If you are marked down and there is no evidence challenge this. There should be no surprises and weaknesses should have been identified long before your PD.

If you have had sick leave this needs to be taken into account and objectives should be adjusted to reflect this. No one should be marked down because they were ill. Similarly maternity leave should in no way impact a PD grade.

Levelling or calibration should ensure there is consistency across the business, but forced distributions or quotas should not be applied as every team is different.

If you are in any doubt members should speak to a Connect rep.