We are always striving for Peak Performance, and therefore, tracking and monitoring employee progress at Publicis Groupe is important to us. Not only do we believe this will help us increase employee loyalty, but it also allows us to identify our future leaders.  In addition, we believe it motivates employees to know that their day-to-day performance relates directly to their compensation.

While each Brand network has its own performance management program in place, tied to its culture and priorities, processes are being harmonized to ensure that different Brands use common criteria when assessing a wide range of functions.  These processes can include written performance reviews, one-on-one interviews, and surveys completed by managers, colleagues and, sometimes, clients.

Publicis Groupe re-inforces our companies' efforts in performance management in a number of ways.  Regular HR meetings are held every two months to review many issues, including performance management.  Best practices are shared, allowing our Brands to monitor their own programs and competitiveness. Efforts made over the last few years have paid off, particularly in Asia, where employee loyalty is a key issue.

In addition, the Groupe closely follows more than 1,000 Key Executives. The aim is to monitor their careers, potential, aspirations and performance, and to offer them concrete career development prospects and compensation packages, including Publicis Groupe shares and stock options.