Revolutionize Performance Management
Empowering organisations with 21st-century strategies
About The 21st Century Performance Management
Comprehensive Performance Insights
Discover innovative strategies for aligning employee performance with organizational goals. This book provides a detailed framework suitable for modern, dynamic workplaces. It is designed to help CEOs, CXOs and HR professionals implement effective performance management systems.
Goal Setting
June is the month of 'Goal Setting'. Employees get paid for performance and get laid for lack of it, but ask, 'performance against what goals?' and you will get vague responses. Once a year goal setting is past its 'use by date'
Carrying an Exit Load
Organizations maintain high levels of performance with 'PIP Exits' during the year. However, come annual review, and they ask managers to give ratings in a normal distribution for those who have stayed back. What about counting those who 'left during the year'! Why penalize those who stayed back !!
Anchoring Bias
In a fast changing world, a million years of evolution continues to hold the key to human psyche; when a hiring manager favors a candidate because her resume says she is from her alma mater, when a high performer gets an average rating because his last year performance was average, you have observed 'Anchoring Bias'.
Performance Premium
Catching an early morning flight is like playing 'chinese checkers' with cab drivers (at least in Hyd). The first cab asked 200% of the price, the next one asked 150% and I said, 'lets go'. After an anxious 10 mins' wait (he didn't move), I cancelled and booked an upgrade @115% and what a difference this person was...
The Rear View
How many of us drive watching the rearview mirror? None. If we did, there would be accidents at every turn.
How many of us do performance management while watching the year gone by, most. Wondered, then, why this path is littered with accidental outcomes!
Throwing Your SuperStar Under the Bus
HR: Let's classify performances in a bell-curve (B-A-A+-A* in 5-40-40-15% spread). Leader: But I have a brilliant guy, I need something more than 'A Star' to differentiate between my stars and my super star. HR: Sorry this is the system, take it or leave it.
Continuous Feedback: Is it working?
Manager: I gave feedback throughout the year. Yet, we are discussing the same things at the annual feedback, again! Employee: I can not recall every feedback you gave me. And if you did, I must have worked on them and improved. If I didn't, you could have told me sooner? Find out how to resolve such impasse !
Business Performance vs. People Performance
Come 'Year End' and organizations publish their last FY results. Has your org. met its target? If not, is it due to bad strategy or poor execution? If execution is the gap area (and often it is) how far people performance be behind as an execution challenge!