Dear All,
Can anyone suggest me on Rewards and Recognition Program.
We are an e-commerce company (Brand Merchandising company and Online stores). We have employees in different fields, like Sales, Supply Chain Management (Operations), Business Development, IT, HR, and Finance.
Kindly suggest to me, what are the criteria used for identifying the star performer of the month in each department?
- How to avoid manager's bias while finding out the star performer.
- Is there any form or format used to find out the best performer?
Kindly suggest.
Regards,
Indhu
From India, Bangalore
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Can anyone suggest me on Rewards and Recognition Program.
We are an e-commerce company (Brand Merchandising company and Online stores). We have employees in different fields, like Sales, Supply Chain Management (Operations), Business Development, IT, HR, and Finance.
Kindly suggest to me, what are the criteria used for identifying the star performer of the month in each department?
- How to avoid manager's bias while finding out the star performer.
- Is there any form or format used to find out the best performer?
Kindly suggest.
Regards,
Indhu
From India, Bangalore
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Greetings,
In addition to the contribution made by Peer Mohamed Sardhar, here are my suggestions to identify biases.
- The star performer award may be finalized based on the best performer by the scorecard.
- Ensure that each team member can explain the performance metrics by which they are being measured.
- Manage transparency to avoid any dissonance later.
- Identify the best performer and the one who shows the most improvement. This would keep everyone motivated.
- Maintain an open-door policy and two-way communication to keep your listening systems active. Feedback on the process is the best way to develop it.
- Identify gray areas such as work allocation, record-keeping, mentoring, and other contributing factors to the award. Watch out for any patterns repeating in the nominations. You will be able to identify the thought process of the manager if you observe this for a while.
- Review the low performers and the options provided to help them improve.
- Arrange for shadowing, presentations, and other activities by the best performers. This would groom them for higher-level roles and identify any tardiness.
Thank you.
From India, Mumbai
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1872In addition to the contribution made by Peer Mohamed Sardhar, here are my suggestions to identify biases.
- The star performer award may be finalized based on the best performer by the scorecard.
- Ensure that each team member can explain the performance metrics by which they are being measured.
- Manage transparency to avoid any dissonance later.
- Identify the best performer and the one who shows the most improvement. This would keep everyone motivated.
- Maintain an open-door policy and two-way communication to keep your listening systems active. Feedback on the process is the best way to develop it.
- Identify gray areas such as work allocation, record-keeping, mentoring, and other contributing factors to the award. Watch out for any patterns repeating in the nominations. You will be able to identify the thought process of the manager if you observe this for a while.
- Review the low performers and the options provided to help them improve.
- Arrange for shadowing, presentations, and other activities by the best performers. This would groom them for higher-level roles and identify any tardiness.
Thank you.
From India, Mumbai
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