How Salesforce gets employees on board with strategy

Leadership is a strong focus internally for Salesforce, according to its director of employee success, Jeremy Ing

One of the most important ways in which HR helps enable, drive and realise commercial value within Salesforce is through a unique model which tightly aligns the company’s leadership and strategy with individual employee’s goals, according to its local head of HR.

This model, called “V2MOM” (vision, values, methods, obstacles and measures), is led from the top, with founder and CEO Marc Benioff and his executive team determining the renewed vision and corporate strategies for the year ahead.

“The process follows a back-and-forth, give-and-take course of development so that everyone has input. Giving every employee a voice in its development is critical to its success,” said director of employee success, Jeremy Ing.

“Each employee’s V2MOM is unique to them but aligned with the company V2MOM.”

The V2MOM clarifies direction for the business and focuses collective energy on desired outcomes, and since its inception in 1999, Ing said it has allowed employees to map out their business plan to achieve goals.

Leadership is also a strong focus internally for Salesforce, and all new managers attend manager programs and managing success programs to equip them with the skills, tools and resources for success, Ing said.

 “Giving every employee a voice in its development is critical to its success”

The company is currently in the process of rolling out “new manager journey builders”, which provide automated onboarding roadmaps, tips and tools to each new manager, to set leaders up for success in their first 90 days.

Salesforce has also defined “great” professional, manager and leader criteria, tools and processes that help each person identify their current strengths and ways to develop further.

To help support this, the company provides numerous leadership and manager programs, such as: coaching for success; leading for success; leading for growth; multipliers as leaders’ framework; and “killer communicator”.

“These programs provide ideas on ways to lead and engage at all levels, and how to stretch and build intelligence and best practice across the organisation,” said Ing.

“High levels of trust, retention, internal promotion and transfer rates across the business are the end result of such initiatives.”

These are measured as part of program evaluations, 360 surveys and general engagement surveys, which are conducted globally twice a year.

For the full story on how HR drives collaboration and alignment in Salesforce and how the business engages employees for business benefit, see the current issue of Inside HR magazine. Image: Hayden Brotchie