Talent Management

Company History


Our associates are the driving force behind Goodyear’s success. They underpin every aspect of our Strategy Roadmap and help Goodyear deliver value to our customers, shareholders and communities. We provide integrated talent management and learning solutions aimed at enabling our associates to reach their full personal and professional potential at Goodyear.

Goodyear strives to enhance all aspects of the talent lifecycle and enable associates to achieve their full potential through a rich and rewarding talent experience. We do this by:

•          Identifying and attracting the best talent in our industry

•          Supporting associate growth and career development

•          Building and preparing Goodyear’s bench of future leaders

•          Engaging and inspiring our associates to deliver “above and beyond” for our business and customers

Advancing Our Talent Acquisition Practices

Winning in the marketplace starts with attracting the best talent who embody our values—including acting with integrity, inspiring each other, collaborating, embracing change and delivering results—and our talent attraction strategies reflect these values.

In 2022, we launched a global employer value proposition (EVP) as the foundation of our talent brand. Our EVP communicates what it is like to work for Goodyear and why talent should choose us. Built from associate feedback, the EVP consists of four pillars: We invest in you; Your work moves people; You can build a better future; and Your perspective matters.

Messages and stories in support of these pillars are embedded across candidate journey and associate experience touchpoints, helping to attract and retain talent.

Applying a Purposeful Approach to Performance

Our Performance and Development Process (PDP) provides associates with the clarity and support needed to achieve high performance and career growth. Goodyear’s approach requires associates and managers to tie business objectives to our Strategy Roadmap, which defines how we work and how we win. Our method leverages ongoing conversations that are focused on the “what” (business objectives) and the “how” (core competencies). The PDP concludes with a year-end performance evaluation and conversation that factor into the ways we reward associates to reinforce strong performance.

Goodyear leaders have reinforced the importance of the PDP as we maintain strong levels of participation in 2022. More than 95% of all eligible associates had documented performance objectives.

Goodyear’s global processes and best-practice resources further build capabilities and drive performance accountability to achieve developmental success. Associates are encouraged to take performance and development feedback to create an Individual Development Plan (IDP) focused on acquiring the skills, abilities and experience required to achieve short- and long-term career aspirations. Nearly 8,000 IDPs were entered in Goodyear’s Global Talent Management System by our associates in 2022. Through the Goodyear talent planning process, managers discuss talent strengths and opportunities to proactively build our leadership pipeline. These activities include annual in-depth reviews of business and function senior leadership team succession plans with the CEO.