The first thing that strikes me after talking to Lisa is that there is nothing accidental or random about PepsiCo's successful People Factor. It is carefully researched and thought out and is inextricably linked with their overall business strategy. They recognise that people are a key part of their business strategy so much so that 50% of performance measurement in PepsiCo is focused on achieving what they call "people goals" (see performance measurement criteria below).
When I am working with leaders in organisations there are a few key things that I impress on them that they have to get right. They are…
- You have got to have a strong purpose and vision for your organisation. It has got to be attractive and inspiring to your people.
- You have got to be able to communicate that vision clearly, consistently and regularly
- You have got to have a clear strategy to allow you achieve that vision.
- You have got to consistently measure performance against that strategy. There is no point in stating something is important to the business, such as morale or engagement and then not measure how you are performing against it.
- Develop your people and shine a light on the positive behaviours and attitudes that you want to grow and encourage in your business.
PepsiCo model how to do all of this exceptionally well for us. Here's a brief outline of how:
Strong Purpose and Vision
PepsiCo's promise to the world and to its employees is simple and clear, to deliver performance with purpose. This performance refers to delivering business and financial success while the purpose refers to the three strands of
Environmental sustainability and
If you are an employee of PepsiCo you want them to deliver on this promise and you will want to be part of the story of making it happen.
Communicate Clearly, Consistently and Regularly
Click here to see a great example of how PepsiCO can deliver their message in a clear, accessible and attractive manner.
Consistently Measure Performance
Across the globe, each business unit of PepsiCo has aligned to six pre-defined categories of performance that they measure against. They are
Drive Future Success
Drive Cultural Change
Develop your people and shine a light on the positive behaviours and attitudes
The model of career development within in PepsiCo is one of "pull" rather than "push". The staff member is invited to identify where they would like to develop their career themselves and after some sense checking is done (a desire to move from the laboratory to head of Finance in 2 years might need some re-thought!) a plan of action and measurement is put in place which is revisited several times throughout the year.
Does your organisation deliver performance with purpose? Do your people know what that performance or purpose is? Is your strategy clear to everyone in your business or is it just inside your own head? To learn more about how you might deliver performance with purpose in your business contact Miriam at mailto:email@example.com
A heartfelt thanks to Lisa Schembri for sharing with me how the PepsiCo's People Factor works in practice.