With Talentsoft, DB Schenker Empowers Their People to Take Charge

CASE STUDY With Talentsoft, DB Schenker Empowers
 Their People to Take Charge
 How the global logistics provider is unlocking the potential of
 every employee, scaling performance assessments 367% with
 Talentsoft

 More about
 DB Schenker is a world leading global logistics
 provider, with a 140-year history. The company
 supports industry and trade in the global
 exchange of goods through land transport,
 worldwide air and ocean freight, contract logistics
 and supply chain management.

01 — The Challenge: helping
employees drive their own careers
With 72,000 employees worldwide in a
variety of office and field-based roles, the
team at DB Schenker set a strategic goal ˝It was a patchwork quilt
to better empower their people to take of different systems and
charge of their careers. The vision cente-
 processes. We were doing the
red on enabling their people to drive their
 best with what was in place,
own career journeys and professional
growth, while remaining highly engaged but we knew that change had
and customer centric. to take place if we were truly
 going to empower our people
They identified an overhaul of their per-
formance review, people development, to take charge of their own
and succession planning processes as careers.˝
major initial focuses. With teams around
the world, processes differed across YVONNE VILLINGER, VP GLOBAL COE TALENT
regions, often with a reliance on manual, MANAGEMENT & HEAD OF CULTURE
“paper and pencil” processes.

 #EmpoweringEmployees #PeopleDevelopment #PerformanceAssessment

˝We were missing the voice of the employee. We wanted to
 hear their aspirations and priorities for growth and use those
 as our guide. But we simply didn’t have the systems in place
 to do that effectively and at scale.”

 LEE-YEE YONG, SENIOR MANAGER GLOBAL TALENT MANAGEMENT

02 — The Solution: unlocking the  ith MyPerformance (Talentsoft
 W
potential of every individual Performance), employees now
 have the flexibility to set goals
 and provide updates in the sys-
 tem throughout the year. Instead
 Why Talentsoft ? of relying on their supervisors to
 set their goals, employees can
 To tackle these challenges, DB
 now draft their personal goals and
 Schenker selected Talentsoft.
 they’re encouraged to meet with
 The flexibility and broad portfo- their supervisor frequently to get
 lio of functionality available in the feedback and make adjustment as
 Talentsoft suite were major drivers needed.
 for the choice. The open nature of
 the Talentsoft solution also reso-  hrough MyCareer profile
 T
 nated with DB Schenker, giving (also Talentsoft Performance),
 them the opportunity to seamlessly employees can now:
 integrate the new tools with their Š P
  roactively share their CVs, mobi-
 existing tech ecosystem. Finally, the lity preferences, career interests,
 commitment to ongoing support strengths and development focus.
 from a trusted long-term partner
 was also a factor. Š S
  eek feedback from managers
 “We liked that Talentsoft has a and people they work with.
 cost-effective pricing model and
 Š P
  lan their professional deve-
 offers clients the opportunity to
 lopment based on their career
 co-design solutions that are future
 aspirations and the needs of the
 focused,” notes Villinger.
 organization.
  hrough the implementation of
 T
 MyTeam in Talent Grid (Talentsoft
 Talent Review), leaders at DB
 Schenker can now easily assess
Since going live with Talentsoft as their potential future managers and
global performance management and leaders, nominate successors, and
succession planning tool in July 2020, plan development for their team
DB Schenker hasn’t looked back. In fact, members.
they’ve gone on to adopt the solution as
an integral part of their professional and
career development efforts.

But this wasn’t just about getting shiny development. Having our needs heard in
new tools. With support from the team that way felt a lot better than having to
at Talentsoft, DB Schenker spotted the submit a support ticket and wait for an
opportunity to rethink and streamline their answer!” notes Yong.
performance management processes.
Marisa Alves Pereira, Director, Global 03 - The Results: scaling while
Talent Management, notes: “Reframing empowering the individual
these processes allowed the organiza-
tion to create a culture of ongoing perfor-
mance and development conversations
 In 2019, prior to this project, DB
rather than spending hours preparing and
 Schenker had 8,300 Talentsoft users.
tracking files across the organization. Our
 In 2020, with the newly improved sys-
time and focus is now put on talent and
 tem and process, they have been able
development conversations.”
 to increase this to 12,000 global
Talentsoft’s customer focus and the wil- users, representing a 45% increase.
lingness to co-create solutions also didn’t This has also meant that the 1,500
go unnoticed. “We really appreciated the employees they were able to conduct
Talentsoft project team who provided a lot talent reviews with in 2019, has now
of helpful feedback on what we had origi- increased to 7,000 globally –
nally planned. They were also very willing a staggering 367% increase.
to listen to our input and looped us in on
several discussions about future product

 The benefits can be summarized in three major areas:

 Automation of key Ability to focus more Employees are
 global talent review time on a mindset empowered to take
 and performance shift, and less time on charge of their per-
 management the process formance and career
 processes
  management
 Enabling DB Schenker
 Saving time and to focus their energy DB Schenker’s people
 manual effort for the HR on creating a culture are now the drivers of
 team their own careers and
 of continuous
 growth
 conversation

04 - The Future: right people, right
skills, right place
For the team at DB Schenker, the focus is
now on continuing to roll out these new “Going forward, we want
systems and processes to the wider orga- to increase goal align-
nization. In fact, in 2021 they are on track ment, further foster ongoing
to expand to 25,000 users company-wide,
 conversations and match
giving more of their people the ability to
take charge of their professional growth internal talent with internal
and career path. opportunities. Our goal is to
But that’s just the tip of the iceberg. The have the right people with
teams at DB Schenker are exploring addi- the right skills at the right
tional features available in Talentsoft to place.˝
do this, namely Continuous Conversations,
Talent Profile, and Talentsoft Marketplace.

 About Talentsoft:
 At Talentsoft, our mission is to unlock the potential of
 every single employee, transforming your organization
 in the process. Our open People@Work platform has
 already empowered over 2,200 organizations worldwide
 to do just that.
 Learn more at www.talentsoft.com