Maximizing Individual and
Team Performance
We believe that sustainable business growth depends on maximizing the potential of each individual and connecting that potential to team success. To achieve this, we have introduced a job-based talent management approach that supports employees’ self-directed learning and growth while maximizing individual and team performance.
A Management Approach to Maximizing Organizational Impact
Connect with strategy.
Empower your team.
Co-create through dialogue.
Unite in one direction to maximize impact.
Manager 2.0
Manager 2.0 is a management transformation initiative designed to connect individual growth and challenges to organizational impact.
Built on three focus points — “Connect with Strategy,” “Empower your Team,” and “Co-create through Dialogue” — the initiative aims to clarify strategy, draw out the diverse knowledge and capabilities of team members, and maximize organizational impact by connecting individual strengths.
This year, we placed particular emphasis on “Connect with Strategy” and “Co-create through Dialogue.” We cascaded company-wide strategies into the roles and priorities of each organization and clarified expectations through workshops. In addition, we promoted mechanisms and tools that strengthen alignment between managers’ goals and organizational objectives.
Through these initiatives, we are seeing improvements not only in strategic alignment and cross-functional collaboration, but also in decision-making speed, information sharing, and overall organizational effectiveness.
Feedback Culture
To achieve sustainable growth in a rapidly changing business environment, it is essential that each employee proactively identifies challenges, collaborates with others, and continues to grow. The foundation of this growth is feedback that helps individuals recognize gaps between current performance and expectations and translate those insights into action.
To support individual growth and enhance organizational performance, we are fostering a Feedback Culture where constructive feedback is exchanged on a daily basis.
Dialogue that Supports Individual Growth and Career Development
We have introduced A Better Dialogue (ABD) and regular 1-on-1 meetings as mechanisms for ongoing dialogue between managers and employees.
Through ABD, employees discuss not only business and competency goals but also career aspirations and development needs with their managers, enabling alignment on expected roles and future growth opportunities. In day-to-day 1-on-1 meetings, managers provide feedback on work progress and challenges while offering continuous support toward career development.
1on1 Metrics
Participation Rate
FY24
95%
FY25
94%
FY26
96%
Satisfaction
FY24
83%
FY25
84%
FY26
74%
Comfortable Atmosphere
FY24
85%
FY25
85%
FY26
85%
360-Degree Feedback for Broader Perspectives and Insights
To promote the practice of our Core Values and support the growth of each employee, we conduct “Core Value 360-Degree Feedback.”
By receiving feedback from supervisors, peers, project members, and others, employees can better understand gaps between self-perception and others’ perspectives while identifying strengths and development opportunities. These insights help employees clarify growth priorities and behavioral goals, supporting their next stage of growth through concrete actions.
Fostering a Culture of Recognition for Living Our Core Values “Connect NEXUS”
Using the peer bonus platform “Connect NEXUS,” employees can send messages and points to one another to recognize and appreciate contributions and behaviors aligned with our Core Values in daily work.
Messages shared through the platform are visible across the company, helping spread best practices and positive behaviors while reinforcing our Core Values. Through this initiative, we are fostering a culture of appreciation, recognition, and mutual support.
FY26 Results (% of Users Receiving at Least 1 Letter / Month)
Login Completion Rate
95%
Letter Receipt Rate
90%
RECOG SDGs AWARD 2025
Winner
Recognizing organizations with the greatest contribution to meal-support initiatives through active appreciation and recognition.
Fostering Career Ownership
As employees’ career aspirations and values toward work continue to diversify, companies and individuals are increasingly building relationships based on mutual choice and shared responsibility.
Against this backdrop, we support all employees in developing career ownership and taking initiative in shaping their own careers.
Career Programs Tailored to Career Stages and Job Levels
To support all employees in growing as professionals, we provide Career Ownership programs tailored to the career challenges associated with different career stages and job levels.
Using ConnectAI, employees are supported in articulating their personal values and clarifying their career vision. In addition, through 1-on-1 discussions with managers and consultations with certified career consultants after the program, we have established a framework that supports self-directed career development through collaboration among employees, managers, and Human Resources.
Career Consultation Service: CAREER STATION
CAREER STATION provides employees with access to certified career consultants within the company for career-related consultations. Consultations are handled confidentially by nationally certified professionals, providing employees with a trusted environment in which to discuss career-related concerns. The service is widely used across the company.
Cross-Boundary Learning Beyond the Company
We offer open-enrollment cross-boundary learning programs that provide opportunities for employees to apply the experience and strengths they have developed at Panasonic Connect in external environments, including other companies and local communities.
By stepping beyond their usual boundaries and engaging with people outside the company, participants gain new perspectives and diverse insights through initiatives related to business creation and regional development, strengthening their sense of career ownership.
Internal Job Posting Program
Through “Connect e-Challenge,” our internal job posting program, employees can apply for positions they aspire to regardless of age or experience. We create an environment where employees can take on new challenges with confidence by ensuring confidentiality throughout the application process, providing feedback following selection decisions, and offering support after transfers.
In FY2026, 193 applications were submitted, and 46 employees took the first step toward a new career opportunity. By supporting employees in proactively pursuing new challenges, we aim to foster both individual growth and organizational development.
Fostering a Learning Culture
To support employees in taking ownership of their careers, we operate the corporate university “CONNECTers’ Academy” as a platform for continuous learning.
The academy provides structured learning opportunities across three areas defined in job descriptions: Core Values, Business Literacy, and Professional Skills. In addition to DX training and global leadership development programs, we offer a variety of learning programs aligned with our human capital and business strategies, including “Manager2.0” and “Journey to Leap.”
In FY2024, we introduced a Learning Management System (LMS) to enhance the visibility of learning activities and encourage continuous development. As a result, annual learning hours per employee reached 29.5 hours, an increase of 1.8 hours year over year, demonstrating the steady growth of our learning culture.
Meister Program for Advancing Manufacturing Skills
Advanced manufacturing skills support quality improvement, productivity enhancement, and overall business competitiveness. In November 2025, we introduced the “Connect Meister Program” to recognize employees with outstanding expertise and skills in manufacturing.
Through this program, we aim to strengthen employees’ motivation to develop their skills while fostering a culture of mutual learning and growth. Certified Meisters receive specially designed uniforms and serve as role models who pass on skills and knowledge to others, helping improve on-site capabilities and develop future talent.
Fostering a Culture of Learning Across the Organization
As a month dedicated to career development and learning, we hold “CONNECTers’ Success Month” each year. Since 2023, more than 100 events have been held, attracting approximately 30,000 participants in total.
Programs include lectures by external experts and events where employees themselves serve as instructors, sharing their knowledge and experience.
Through opportunities for learning and interaction across organizational boundaries, we are fostering a culture in which employees across the company enjoy learning and inspire one another to grow.