Performance and Behaviour Reviews

Supercharging personal development plans

What is involved?

At Travelodge, our aim is to help every colleague grow their career.  To do that, we provide learning and development opportunities to support the following:

In 2024, you can take part in the wide range of learning and development opportunities to help you grow each of these.

Check out the Learn More Hub to see what's available for you in your team.

To support our colleague's grow their careers, we use the career growth model below.  

This model is based on worldwide research into how high performing individuals navigate ever increasingly complex and diverse career paths.  It is designed to help individual's maximise their career drive, capability and credibility....which ultimately will help them increase the depth and breadth of their responsibility and accountabilty.  

We will shortly be launching a online PDP section in the Learn More Hub.  More details to come in the July company huddle.

Career Drive (mindsets - how you think)

• Personal beliefs and values:  The extent to which you have a clear set of personal beliefs and values that are aligned to the work that you do.

• Self-Efficacy: The extent to which you believe that you are capable of producing the required levels of performance to match your aspirations. 

• Growth Mindset: The extent to which you seek out personal growth and learning opportunities. 

• Locus of Control: The extent to which you believe that your performance is within your control. 

• Self awareness: The extent to which you increase your self awareness by seeking feedback and self reflecting. 

Capability (knowledge and skills - what you know and what you can do)

• Career relevant knowledge and experience: The level of your experience in your current role and your knowledge in your field of expertise.

• Technical skills: The level of your technical skills in your area of expertise.

• Cognitive agility: The extent to which you are able to adapt and shift your thinking when necessary.

• Focus: The extent to which you are able to focus your thoughts on current priorities. 

• Strategic planning: The extent to which you are able to think through and plan ways to achieve future goals.

• Self compassion: The extent to which you can focus on your strengths and build yourself up. 

• Emotional regulation:The extent to which you are able to regulate your emotions to remain calm and collected.

• Social connection (resilience): The extent to which you are able to call upon the support of key people across your peer group.

• Empathy: The extent to which you are aware of other people's perspectives and you communicate and influence in an effective way using this understanding.

• Authenticity: The extent to which you are able to be your true self in your working relationships.

Credibility (behaviour and reputation - what others see you do and what they say about you)

• External network: The quality of your relationships within your field of expertise, your reputation within the hospitality industry and your relationships with our suppliers / partners (where relevant).

• Internal networks: The quality of your relationships with your peers.

• Encouraging participation: The extent to which you encourage others to contribute and participate in group situations. 

• Relationship building: The extent to which you build and maintain mutually beneficial relationships with others at work.

• Alignment: The extent to which you guide progress by communicating goals and providing feedback to others.

• Problem solving: The extent to which you provide a creative and/or analytical perspective to help a group solve problems.

• Coaching: The extent to which you use coaching to help others learn and grow at work.

• Recognition: the extent to which you recognise the contributions of others in a way that accounts for different individual preferences. 

• Empowerment: The extent to which you give others the flexibility and freedom within clear boundaries to do their best work.