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Performance conversations
Performance management framework
Performance conversations

Our approach to managing performance is based on open, regular conversations to set your destination and make sure we're doing everything we can to help you get there. By talking honestly and often, you and your manager can check your progress, steer things back on course when there's a problem, and build on the unique talents you bring to Bupa. It's a partnership and one that makes sure we're heading in the right direction.

Take a look at our video below to find out what our new approach is all about. 

 
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End of year performance

End of year performance conversations are just as important as all your regular conversations. It's a time to talk about how you've performed over the course of the year, what you have achieved as well as how you have done it. And, because you've been talking regularly to your manager, there shouldn't be any surprises. For those of you on Workday you will be required to score your performance completing a self-evaluation in the Performance icon in Workday.

 

 

 

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Graduate and Placement Student Performance

​The graduate and placement performance cycle aligns to the rotations and the year therefore runs September-August (instead of January-December like the rest of the business).

 

Mid-year performance conversations are held in February/March with end of year conversations and ratings in July/August.

 

Aside from timings, our approach to performance management for graduates and placement students remains the same as the rest of the business, i.e. ongoing performance conversations held frequently with regular and timely feedback, The same rating system is used (work to do, working well, working wonders). You will need to think about what has gone well, what could be better (both skills/behaviours as well as the 'what') and review your objectives for the year.

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