Development  

Corio strongly encourages continuous employee development.

We are a relatively flat organisation with a limited number of fixed career paths. We try to make positions and roles as interesting and broad as possible. This is helped by working in teams and projects together. Although our shopping centres are locally managed in the different country business units, there is a strong focus on sharing best practices, learning from each other and translating this knowledge into the local situation.  We are convinced that learning by doing and learning from each other is highly effective. We give talent and innovation a lot of room to develop and offer many opportunities to put ideas actually into practice. We do this by offering freedom and independence. We expect our employees to take responsibility and do their best to develop themselves.

In our performance management cycle we put a strong emphasis on development. Employees, in addition to constant coaching, have performance  and development meetings with their manager at least three times a year, focused on target setting, mid year development and end year review. Managers and employees are trained in giving and receiving open and constructive feedback.