Performance Evaluation

In 2024, Línea Directa conducted performance evaluations for 93% of its employees as part of its talent management strategy.

The performance evaluation process is based on the alignment of objectives at the beginning of the year, which include:

• Departmental objectives, linked to the company’s strategic goals (including some related to ethics and compliance), most of which are shared across teams, with each team member defining their individual contribution.
• An individual development action plan, aligned with each employee’s competency profile.

Once these objectives were set, throughout 2024, employees held agile development conversations with their direct managers, using an innovative methodology in the field of Human Resources. The goal of these conversations is to foster a development culture within a talent strategy that helps identify and build the skills and knowledge needed for employees’ professional growth.

Some business-focused areas conduct these conversations on an ongoing basis. In other areas, where projects are more collective, these conversations are held annually.

At the end of the year, as the culmination of the performance evaluation process, a multidimensional assessment is carried out—both by the team leader and the employee—regarding the development of competencies. Additionally, the manager evaluates each team member’s individual objectives and their progress in their Individual Development Plan.

Following this evaluation, the manager holds a performance review meeting with each team member to communicate the results and provide personalized feedback.

For more information, visit the following link: How is employee performance measured? – Línea Directa Blog – webCorporativa (lineadirectaaseguradora.com)