SYNAPSE - 2014
SYNAPSE - 2014
With the departure of
normalized ranking,
the employee’s goals
are set, keeping in
mind his own
respective strength
and weaknesses- not
that of his peers.
weight but more meaningful ongoing
‘constructive conversations’ through the year.
It all begins with setting the right expectations. This is a combination of the right goals
and the support needed to achieve the goals.
The entire approach is based on trust and dialogue between the manager and the employee,
since with the departure of normalized ranking, the employee’s goals are set, keeping in
mind his own respective strength and weaknesses- not that of his peers. It has been a
conscious decision to limit technology intervention – no prescribed tools or templates and
managers are more than happy to invest the
time they earlier did in filling the mandatory
long winded appraisal forms, to now having
rich discussions with the employee on his
goals. Clear accountabilities are stated in
terms of what is owned by the manager and
what is by the employee.
While the manager and employee can agree on
the frequency of the Check-ins, at least one
Check-in conversation per quarter is recommended. This way, employees get real time
feedback on their performance. Not only does
this help keep up the motivation of the well
performing employee, but also gives an opportunity to the manager to call out corrective
steps in a timely manner, in case an employee
is deviating from his goals. Overtime this
increases the trust between an employee and
the manager as there are no surprises and limits recency effect in the year end rewards discussions.
What’s more! The end of the era of forms and
complex templates is a boon not onl 䁙