Dear Seniors,
We are all aware of the normal and regular performance appraisal system which has been in practice for years.
I am considering acquiring complete feedback at a 360-degree level from XYZ employee at XYZ level or whomever it may concern, including team members. This feedback would cover various essential skills, factors, capabilities, strengths, weaknesses, attitude, etc., that could benefit both the team members and the company before making any decisions regarding the said employee. It is crucial for us to ensure that we are making the right decision in favor of the individual.
Current generation managers and team leaders should possess extraordinary skills that enable the company to operate smoothly without any self-created obstacles or hurdles.
This approach will help us identify any issues that need rectification before completing the performance appraisal process. I want the employees to understand where they may be lacking and how they can improve in those areas to prevent future problems.
1) Is this process ethical and valid?
2) Would there be any issues if we implement the same for senior employees as well? We aim for our employees to assume unique roles as true positive motivators and leaders rather than dictators or solely focusing on task completion, especially considering the increasing attrition ratio due to unhealthy relationships between team leaders, managers, senior employees, and their team members.
Kindly share your best suggestions, views, and comments.
With profound regards,
[Your Name]
From India, Chennai
Acknowledge(0)
Amend(0)
294We are all aware of the normal and regular performance appraisal system which has been in practice for years.
I am considering acquiring complete feedback at a 360-degree level from XYZ employee at XYZ level or whomever it may concern, including team members. This feedback would cover various essential skills, factors, capabilities, strengths, weaknesses, attitude, etc., that could benefit both the team members and the company before making any decisions regarding the said employee. It is crucial for us to ensure that we are making the right decision in favor of the individual.
Current generation managers and team leaders should possess extraordinary skills that enable the company to operate smoothly without any self-created obstacles or hurdles.
This approach will help us identify any issues that need rectification before completing the performance appraisal process. I want the employees to understand where they may be lacking and how they can improve in those areas to prevent future problems.
1) Is this process ethical and valid?
2) Would there be any issues if we implement the same for senior employees as well? We aim for our employees to assume unique roles as true positive motivators and leaders rather than dictators or solely focusing on task completion, especially considering the increasing attrition ratio due to unhealthy relationships between team leaders, managers, senior employees, and their team members.
Kindly share your best suggestions, views, and comments.
With profound regards,
[Your Name]
From India, Chennai
Acknowledge(0)Amend(0)
Hi,
I did not understand your post very clearly, but whatever I could gather from this, I would like to say a few things:
- Performance Management system is not just a measure for appraisals; it is a system that provides feedback to the employees as well. Or should I say it should be best utilized in that manner. No matter what ratings they have received or what hike they have earned, feedback is very important.
- Secondly, appraisals really help in L&D; they can work as a platform for TNI & A.
- Whatever the cycle of appraisals in an organization, a mid-cycle review is very important to see if the performance is on the right track, if the KRAs are being worked on and achieved, what kind of efforts an employee is contributing, and so on. Timely reviews can be done for anyone in the organization, whether senior managers or line managers. This system works for everyone, of course, only if the top management supports.
So I hope we are in sync with each other.
Regards,
Archna
From India, Delhi
Acknowledge(0)Amend(0)
I did not understand your post very clearly, but whatever I could gather from this, I would like to say a few things:
- Performance Management system is not just a measure for appraisals; it is a system that provides feedback to the employees as well. Or should I say it should be best utilized in that manner. No matter what ratings they have received or what hike they have earned, feedback is very important.
- Secondly, appraisals really help in L&D; they can work as a platform for TNI & A.
- Whatever the cycle of appraisals in an organization, a mid-cycle review is very important to see if the performance is on the right track, if the KRAs are being worked on and achieved, what kind of efforts an employee is contributing, and so on. Timely reviews can be done for anyone in the organization, whether senior managers or line managers. This system works for everyone, of course, only if the top management supports.
So I hope we are in sync with each other.
Regards,
Archna
From India, Delhi
Acknowledge(0)Amend(0)
Dear Ms. Archna,
I do agree with your views where employees should be given clear feedback about their PERFORMANCE in all aspects. However, certain employees are not considering the feedback (downward) acquired from their team members, which is making the PERFORMANCE APPRAISAL SYSTEM INCOMPLETE. We are not just looking for TECHNICAL SKILLS alone in our employees, which are insufficient to take the company to the NEXT LEVEL.
It's because of their EGO, SUPERIORITY COMPLEX, and NEGATIVE MENTAL ATTITUDE.
The only hurdle in getting TRUE FEEDBACK about MIDDLE/SENIOR MANAGERS is the SUPPORT from TOP MANAGEMENT, which can help the HR department to PLAY a very effective role. Retaining the best workforce or employees is a big challenge faced by HR PROFESSIONALS but not by the company.
Let's hope for the best as we are trying our best to resolve various issues that could help us to achieve our company goals while retaining the best workforce and meeting employee requirements.
Thank you very much for taking sincere efforts as you are the only person who had responded to my thread. I think the 360-degree PERFORMANCE APPRAISAL SYSTEM is yet to be appreciated by many organizations as it can set right many issues pertaining to employee careers.
With profound regards,
From India, Chennai
Acknowledge(0)Amend(0)
I do agree with your views where employees should be given clear feedback about their PERFORMANCE in all aspects. However, certain employees are not considering the feedback (downward) acquired from their team members, which is making the PERFORMANCE APPRAISAL SYSTEM INCOMPLETE. We are not just looking for TECHNICAL SKILLS alone in our employees, which are insufficient to take the company to the NEXT LEVEL.
It's because of their EGO, SUPERIORITY COMPLEX, and NEGATIVE MENTAL ATTITUDE.
The only hurdle in getting TRUE FEEDBACK about MIDDLE/SENIOR MANAGERS is the SUPPORT from TOP MANAGEMENT, which can help the HR department to PLAY a very effective role. Retaining the best workforce or employees is a big challenge faced by HR PROFESSIONALS but not by the company.
Let's hope for the best as we are trying our best to resolve various issues that could help us to achieve our company goals while retaining the best workforce and meeting employee requirements.
Thank you very much for taking sincere efforts as you are the only person who had responded to my thread. I think the 360-degree PERFORMANCE APPRAISAL SYSTEM is yet to be appreciated by many organizations as it can set right many issues pertaining to employee careers.
With profound regards,
From India, Chennai
Acknowledge(0)Amend(0)
SAK,
Your organization is not mature enough for a 'conventional' PA system. You might want to tweak it and tune it to their maturity level, and include newer elements that you feel are necessary. We can help you professionally in this regard. Please get in touch with me and let's talk.
From United States, Daphne
Acknowledge(0)Amend(0)
Your organization is not mature enough for a 'conventional' PA system. You might want to tweak it and tune it to their maturity level, and include newer elements that you feel are necessary. We can help you professionally in this regard. Please get in touch with me and let's talk.
From United States, Daphne
Acknowledge(0)Amend(0)
Dear Mr. Nikhil,
At the outset, I thank you for your professional consulting services. I am responding to your feedback, not because I am offended nor do I have an ego, but I felt that I should prove how mature I am. Henceforth, according to you, even my organization is mature enough for a conventional PA system.
But I request you not to underestimate any individual or any organization in this world. According to me, everyone is mature enough to make independent decisions, but the point is how successful we are in guiding or motivating an individual to take relevant risks to succeed in their mission.
I too can offer my consultancy services to your organization as I consider myself an expert in human behavior and attitude-related areas. I guarantee desired output. I can guide or help any organization to achieve their goals provided they strictly follow my strategies.
Forgive me if I was wrong.
With profound regards
From India, Chennai
Acknowledge(0)Amend(0)
At the outset, I thank you for your professional consulting services. I am responding to your feedback, not because I am offended nor do I have an ego, but I felt that I should prove how mature I am. Henceforth, according to you, even my organization is mature enough for a conventional PA system.
But I request you not to underestimate any individual or any organization in this world. According to me, everyone is mature enough to make independent decisions, but the point is how successful we are in guiding or motivating an individual to take relevant risks to succeed in their mission.
I too can offer my consultancy services to your organization as I consider myself an expert in human behavior and attitude-related areas. I guarantee desired output. I can guide or help any organization to achieve their goals provided they strictly follow my strategies.
Forgive me if I was wrong.
With profound regards
From India, Chennai
Acknowledge(0)Amend(0)
Dear SAK,
Like you, we are professionals and highly trained at that, doing what we do best, which is management consulting. Thank you for the offer; I would love to have you on our team as we are looking at expanding in the near future. I will definitely get in touch with you when we have a suitable engagement. I might reach out to you next fiscal.
Please note that I am not underestimating any individual or organization. My post was meant to convey that different organizations and individuals have different requirements. Just as the same car is not suitable for everyone, we need to have different systems for different organizations. If my post gave you that interpretation, it was wrong in the first place.
Regarding maturity, I do agree that everyone should be mature enough. However, organizational culture and values are assessed on a different scale of maturity. There are many models for that, and they signify that every organization is different, and what works best for one may not work for another. When assessing whether someone has Diabetes, it doesn't mean that person is 'immature' and incapable of making independent decisions. The terminology used referred to the maturity of the organization with a particular system (such as CMM). A CMM rating does not indicate how independent or mature a company is; it only reflects certain parameters and characteristics. Your post mentioned things that are characteristic of typical organizations that may be struggling to use the instrument effectively.
I want to reiterate that there has been a misunderstanding. If you feel offended, please let me know. My intention was to provide a professional view based on the facts presented and not to make it personal.
Thank you.
From United States, Daphne
Acknowledge(0)Amend(0)
Like you, we are professionals and highly trained at that, doing what we do best, which is management consulting. Thank you for the offer; I would love to have you on our team as we are looking at expanding in the near future. I will definitely get in touch with you when we have a suitable engagement. I might reach out to you next fiscal.
Please note that I am not underestimating any individual or organization. My post was meant to convey that different organizations and individuals have different requirements. Just as the same car is not suitable for everyone, we need to have different systems for different organizations. If my post gave you that interpretation, it was wrong in the first place.
Regarding maturity, I do agree that everyone should be mature enough. However, organizational culture and values are assessed on a different scale of maturity. There are many models for that, and they signify that every organization is different, and what works best for one may not work for another. When assessing whether someone has Diabetes, it doesn't mean that person is 'immature' and incapable of making independent decisions. The terminology used referred to the maturity of the organization with a particular system (such as CMM). A CMM rating does not indicate how independent or mature a company is; it only reflects certain parameters and characteristics. Your post mentioned things that are characteristic of typical organizations that may be struggling to use the instrument effectively.
I want to reiterate that there has been a misunderstanding. If you feel offended, please let me know. My intention was to provide a professional view based on the facts presented and not to make it personal.
Thank you.
From United States, Daphne
Acknowledge(0)Amend(0)
Dear Mr. Nikhil,
I respect your views and I agree with you that you were referring to ORGANIZATIONAL CULTURE.
But what makes a COMPANY form? Who is a COMPANY?
It is we employees who are responsible for everything. But if the TOP MANAGEMENT is not perfect, neither can we blame the company nor those employees who did their best for the company. TOP MANAGEMENT will not learn how to embrace change until they start facing PRACTICAL PROBLEMS which are critical in nature, and at times can even change the pillars of the organization.
If you could have presented your professional services in a better way, I am sure you would have received a better response. Certain words make individuals respond aggressively, however positive we are, but they have an aggressive and dynamic meaning that makes us respond proportionately.
I understood whatever you wrote to me, but I was just trying to make you understand how certain words can make a person react. I request you to put those words in a more positive and pleasing way.
It's just my suggestion because I don't have any right to advise anybody, except advising my instinct. Forgive me if I was wrong.
Have a nice weekend.
With profound regards,
From India, Chennai
Acknowledge(0)Amend(0)
I respect your views and I agree with you that you were referring to ORGANIZATIONAL CULTURE.
But what makes a COMPANY form? Who is a COMPANY?
It is we employees who are responsible for everything. But if the TOP MANAGEMENT is not perfect, neither can we blame the company nor those employees who did their best for the company. TOP MANAGEMENT will not learn how to embrace change until they start facing PRACTICAL PROBLEMS which are critical in nature, and at times can even change the pillars of the organization.
If you could have presented your professional services in a better way, I am sure you would have received a better response. Certain words make individuals respond aggressively, however positive we are, but they have an aggressive and dynamic meaning that makes us respond proportionately.
I understood whatever you wrote to me, but I was just trying to make you understand how certain words can make a person react. I request you to put those words in a more positive and pleasing way.
It's just my suggestion because I don't have any right to advise anybody, except advising my instinct. Forgive me if I was wrong.
Have a nice weekend.
With profound regards,
From India, Chennai
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.