Talent & Performance Management Grainger offers a comprehensive talent program that begins at orientation and continues throughout a team member’s career. Our talent program is comprised of performance management, career management, professional development learning opportunities and milestone leadership development programs.
Team members receive regular feedback and coaching to improve their performance. They are also provided with opportunities to help them grow and develop, including mentoring opportunities and on-the-job development. Team members are encouraged to have a robust Individual Development Plan (IDP). An IDP is a documented plan shared between a team member and their leader that outlines a team member’s plan to excel in their current role and to prepare for future roles at Grainger.
Grainger is committed to leadership effectiveness as part of its people strategy. In 2019, we continued to offer multi-week milestone leadership development programs to key team members worldwide via our Global Emerging Leader and First Time Manager programs.
Team Member Learning Our team members continue to learn and develop as the needs of our business change. Whether a team member requires role-specific training, foundational skills training or leadership training, Grainger offers approximately 534 courses each year through our Learning Management System. Grainger team members completed more than 530,829 non-operational training hours in 2019, averaging 28 hours of training per team member.
Total Rewards In return for everything our team members do, we deliver an above-market Total Rewards program that offers flexibility and choice, and the opportunity for our team members to actively participate in the benefits that are most important to them and their families. Learn more about our benefits at Grainger Total Rewards.