Performance Management – Flat vs Extreme
May 17, 2012 in Best Practices, Contradictions / Conflicts, Management, Social Quality
I am working in a team of equally capable Black belts. Job role is same and it is very difficult for my managers to defend our ratings. Working with multiple managers is another compulsion or business requirement. In absence of clear cut goal setting and output, In year end, my manager feel lost to defend our ratings. Salary differential in group is another dimension.
In 2011, our manager got confused and rated us all as very good. Everyone was happy as it was a non-event for all. Attitude changed in system, if you work or not, hardly matters.
Last year, manager changed and perception changed. We all got extreme ratings this time. Some got on upper side and some got on lower side. Now I am facing extremely uncomfortable environment in department. Drive and motivation are on extreme. He got maximum rise, he has to work extra. Averages rated are more silent spectator. Lower graded are looking for other function or profile. Point here is extreme rating made psychological impact on us.
Same is happening with our Indian legal system, you do crime or good work. hardly matters. Rewards and recognition of good work is missing. Anna Hazare worked hard whole life and now Media is torturing him for good work. System must reward right performance. Then only, well balanced performances will come and company/society will sustain longer.
