Apr 22 2019
“Since time immemorial, all great things we have achieved as a
race have happened when we have acknowledged a problem, approached with an open
mind sacrificing our self-interests and tried to work towards a solution that
can be implemented. Great are the times for those who are in Performance
Management because we can be the winds of positive change for a better
We, humans, are truly something.
While the jury maybe undecided on whether we truly know what we want, history has
shown us that we surely know what we don’t.
Whenever good things have deteriorated to dogmas and rituals, we humans have
ways to reject them to move on and search a newer paradigm.
That is exactly the crossroads we are on Employee Performance Management put
simply, the art
and science and everything in between of managing the workforce performance to
the whole is greater than the sum of its parts.
So, let’s look at the basics.
Why Employee Performance Management?
Since all humans don’t think alike and communication is subject to individual
does a company become better-managed, a company that executes efficiently?
Okay, so what’s so difficult about it give people tasks and threaten them to
Really, you think arm twisting still works in the knowledge economy that’s
leaking talent to
freelance and alternative careers?
No, in a connected world, getting an assignment that matches one’s
skills is not very difficult all the more reason, why the employee is gradually
becoming more important than the customer.
Hmmm, so what’s wrong with the current practices?
Well, currently, performance management brings to mind a form that needs to be
filled up around
the time of year end.
Interestingly, this form filling exercise is related to what I get in bonus or
increment for next year.
It’s exactly like a self-selling exercise that I had to go through when I was
But excuse me, why do I have to sell myself again when everyone is
supposed to know what I am
doing and why.
Yes, it’s kind of a farce, but people work for money and appraisal helps to
give everyone an
opportunity to claim a piece of the pie
Hmm, that’s alright as long as you are saying so here is $ 100 to be distributed
among all of
you now start selling yourself. But no, you are saying this is performance
management. This is
how we help you become a high performing individual.
And, that’s exactly where the problem is.
The thing about performance is that as a self-respecting member of the workforce,
I need to know
How is this exactly happening in this form-filling exercise, when the only thing
I know is that it’s related to rewards money and promotions how can I be
expected to speak my mind but express superlatives –“Oh, I have a great Boss!!!
I did great (Sometimes, claiming credit for a
colleague’s work), and I can do so much more, Yada Yada Yada Yada ….”
Oh, don’t judge me it’s the mindlessness of the process that makes
me so. Come on, do
something about it.
Oh Ok, so why don’t you tell me what you want
For starters, I know what I don’t want.
What I definitely don’t want is this annual appraisal farce.
I also don’t want any performance related discussion linked to rewards. The
performance related discussion is to help me improve, not make me become
defensive or feel
Finally, if your real intent is to make me perform better, you
should provide me clarity on the 3
things I mentioned before my job, my performance indicators and real time
Aha, so we are now progressing. That’s great.
Oh, don’t think so at all. What I am asking for has been found to be really very
Everywhere I see none knows for sure what their job objectives are. And with all
the fast paced
changes nowadays, things become even more unclear.
I am not even sure how the work I am doing is helping my company. Does it really
Beyond the farcical happy faces everyone puts on, I fear, lies the
impending storm when the pack of cards will come crashing down.
But we are trying so hard to make you comfortable and hope you do your
Surely, you are and if you have the deep pockets, you really are taking care of
me as a doting
Mother the office parties, the MacBook, the fantastic lunch, the pool and the
But really, you are doing all this to make me stay and give you more. I don’t
want to be just fed fat comfortable I am here to express myself to help you grow
and I should be made comfortable
So, let’s discuss
Thus, let’s start the chatter.
Since time immemorial, all great things we have achieved as a race have happened
when we have
acknowledged a problem, approached with an open mind sacrificing our
self-interests and tried to
work towards a solution that can be implemented.
Great are the times for those who are in Performance Management because we can be
of positive change for a better future.
Souvik Majumdar is Chief Customer Success of GroSum, a cloud-based performance management software that helps build a goal-oriented and continuous feedback-based work culture. He is passionate about employee engagement and has spent the last decade working with organizations to improve their performance management processes and implement online systems. LinkedIn | Twitter | Facebook
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