I
have very recently read thru the post of a Human Resource Leader Kevin Freitas with InMobi, the post was on the performance
management handles, I really appreciate his thought process behind designing
such an impressive system at InMobi.
I am just a young turk on the block and thought to share few of my observations on the performance management process industry wide; these according to me are the opportunity areas which require immediate attention:
1. There is an abrupt need of building confidence among employees about the Performance Management process an organization follows.
2. Transparency is one major factor which has proved to be a credibility killer, not only for the human resource team but also for the mid level managers and leaders. I have always been wondering of the reasons of so many organizations failing to be transparent and letting their resources feel resentful.
3. Performance discussions has to be an ongoing process rather a half yearly or an yearly thing, managers must realize that an employee’s demonstration at each moment spent in the organization has to be calculated as his performance, they must know the art of delegating and monitoring the show from the backstage and work along with the employee in case of any difference in the expectations, will lead to a powerhouse organization.
4. In an organization where everything or almost everything happens at Manager’s discretion creates a lot of ambiguity, human resource must take the control and drive the performance process!
5. Something which needs advancement at manager’s level is a strong training/ coaching (may be even before someone takes on managerial role) so as to create a strong sense towards being unbiased, transparent, creating a culture of high performance in the team and being aligned to the vision and the values of an organization.
Human Resource team across industry will have to be on their toes to not only allow the access to great talent but also building in them a sense happiness towards their choice!
I am just a young turk on the block and thought to share few of my observations on the performance management process industry wide; these according to me are the opportunity areas which require immediate attention:
1. There is an abrupt need of building confidence among employees about the Performance Management process an organization follows.
2. Transparency is one major factor which has proved to be a credibility killer, not only for the human resource team but also for the mid level managers and leaders. I have always been wondering of the reasons of so many organizations failing to be transparent and letting their resources feel resentful.
3. Performance discussions has to be an ongoing process rather a half yearly or an yearly thing, managers must realize that an employee’s demonstration at each moment spent in the organization has to be calculated as his performance, they must know the art of delegating and monitoring the show from the backstage and work along with the employee in case of any difference in the expectations, will lead to a powerhouse organization.
4. In an organization where everything or almost everything happens at Manager’s discretion creates a lot of ambiguity, human resource must take the control and drive the performance process!
5. Something which needs advancement at manager’s level is a strong training/ coaching (may be even before someone takes on managerial role) so as to create a strong sense towards being unbiased, transparent, creating a culture of high performance in the team and being aligned to the vision and the values of an organization.
Human Resource team across industry will have to be on their toes to not only allow the access to great talent but also building in them a sense happiness towards their choice!
Link
to Kevin’s article: https://www.linkedin.com/pulse/focus-outperforming-kevin-freitas?trk=object-title
