Philips 2012 Annual Report Download - page 32

4 Our planet, our partners, our people 4 - 4
32 Annual Report 2012
Embracing culture change
Through the Accelerate! program, Philips is driving structural change – with a renewed
company culture as the foundation for performance improvement and growth, explains
Carole Wainaina, Chief HR Officer.
Culture is the glue that bonds a company’s employees
together – it is the very DNA of the organization. The
creation of a growth and performance culture is central
to Accelerate!, the multi-year transformation program
designed to make us a more agile, entrepreneurial and
innovative company and bring us closer to our customers.
To realize our ambitions, we need highly motivated,
passionate employees who display entrepreneurial spirit,
the desire to excel, and a bold determination to succeed.
These traits are articulated in our Accelerate! behaviors
– Eager to win, Take ownership and Team up to excel.
With the implementation of Accelerate!, Philips is moving
away from a ‘one size fits all’ company culture which has
tended to inhibit growth, to a culture that drives
performance – one that is focused on results and
characterized by honest dialogues, fact-based conclusions
and fast action. This will enable us to adapt quickly to
changing market conditions and outpace the competition.
Change begins at the top
Leaders play a crucial role in driving change within an
organization. From role modeling to recognizing and
rewarding the desired behaviors, employees look to their
leaders for direction. That’s why over 700 of our leading
executives have participated in the Accelerate! Leadership
Program. This immersive program is designed to
strengthen our leaders’ change management capabilities
so they can, in turn, lead change in the organization. In our
rapidly changing world, we see these capabilities as crucial
to success.
Embedding the culture
To truly change behaviors, our systems and processes
need to be adjusted accordingly. We have, therefore,
embedded our new behaviors in our HR processes, e.g.
our People Performance Management recognition and
reward system. And we have changed the annual incentive