BNY Mellon’s Play to Win sets out our company’s strategy, linking our vision and mission with where we play, how we win and the capabilities we need to succeed in the eyes of our clients, shareholders and employees.
We’re raising the bar on our people and performance. We are invested in our people — making talent a competitive advantage and cultivating a winning, high-performance team culture, which begins with a holistic people strategy that directly supports our company’s business model and strategy (Play to Win).
Our vision and mission rest on four core values and our shared commitment to living those values each and every day:
Helping our people realize their full potential starts with having the best talent with the right experience and expertise. Through a continuum of integrated performance and development processes, each working together to accelerate our Play to Win and reinforce culture change, we are attracting, retaining and developing the talent of the future. In turn, our people are equipped with the tools to take ownership of their careers while driving business outcomes for our company. At the same time, we’re creating a globally diverse, inclusive and socially responsible environment.
The foundation for integrated performance and development is a leadership competency model that’s grounded in our values. This model is a set of shared leadership expectations our people are focused on and measured against to lead and manage change and future culture shifts. These leadership competencies are embedded within our learning and development and performance management programs, which reside in a single, highly efficient talent platform.
Our performance management program ensures that all employees know what’s expected of them and how it aligns with our Play to Win. At the same time, our talent management and succession planning and feedback and assessment tools ensure a consistent, enterprise-wide approach to selecting, developing and promoting a diverse set of leaders who inspire change and engage our people to win.
Making the connection between results and rewards, performance scorecards with metrics tied to the company’s financial commitments and total compensation based on corporate and business performance are how we motivate winning leadership behavior.