To support a culture of responsibility, Deutsche Bank launched its “High Performance Principles” in 2011. These aim to enhance the feedback culture and contribute to a more differentiated approach in the evaluation of performance. Two evaluation components were used in the appraisals of all managers and employees for the first time. In addition to rating the actual achievement of each employee’s objectives, how they are achieved is also assessed. To be able to measure how the objectives are achieved and to establish standard principles for this process, new Performance Standards were introduced in 2012, which set out the desired behavior for all staff members.
Differentiating performance and letting people know where they stand are essential to motivating them. Employees’ performance ratings are taken into account in compensation and promotion decisions. In addition, we identify our employees’ potential for development. This combination of performance-based incentives and feedback is key to reinforcing the bank’s high-performance culture and to delivering sustainable, leading business performance based on our core values.
In 2012, over 52,000 employees took part in the Group-wide DBPeople Survey. The commitment index, a measure of staff loyalty to the company, improved by one percentage point compared to 2011 and, at 73 %, reached one of the highest levels since the survey was launched in 1999.