Career development

At Nestlé Canada, we know  our people set us apart and create the opportunity for our success year after year. We have a high performance culture emphasizing diversity, innovation and growth, which enables every employee's individual development and ultimately the company's success as well.
 
Here you’ll find you have a wide sphere of influence and  freedom to explore your potential. You’ll be able to broaden or deepen your existing job responsibilities while having the opportunity to progress upwards.

There are three factors that will shape your career growth at Nestlé Canada:
  • Core factors: These are non-negotiable. They’re the qualities you must have if you’re to make the most of the opportunities we have to offer. They include your sustainable performance, the knowledge and skills you have about your function, the business and yourself, plus your leadership skills and critical experience.
  • Accelerators: This is the name we give 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 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 key jobs at Nestlé Canada and include a list of forecasted potential successors for those roles. At any one time, we know exactly how well potential successors are performing and how close they are to taking on the next role in the company.
 
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 our employees’ career history and talent assessments, their performance evaluation results and other relevant development data.
 

Revealing your potential

From experience, we know designing high-quality development plans requires the 70/20/10 model. Using this model, you’ll create a custom development plan that emphasizes experienced-based activity, which has the highest impact on professional and personal development (70%). Relationship-based approaches, such as feedback and coaching, account for approximately 20% of your development plan. And formal training, which has been shown to have a lesser effect on how fully and quickly people develop compared to experience and relationship-based approaches, receives 10%. So with this in mind, we encourage you to use a variety of learning approaches to bring the most out of your potential.