Accountability.  Empowerment.  High-Performance Culture. Whatever you call it, we hold ourselves to high standards. And we use the same discipline to manage our individual performance as we do in managing our other business and operating processes. Eastman people make “personal commitments” as part of their annual performance management plans. Use of an engagement survey has ensured us that employees are fully engaged and managers use the data with their teams to improve engagement. Quarterly reviews between employees and supervisors ensure work is aligned and on target. Tying individual results to compensation is an important part of our culture. It’s all about making sure Eastman is successful for generations to come.