Many of you would have had your performance review 1-1 recently, and most likely you are disappointed about how it went. There are many reasons why you would be disappointed right now, I talked about it in my post last year about this - Performance Review - The Day After. If you want to … Continue reading What do you focus on – activities or results?
This is the final post in the series I started a few years back when I left US and landed in India (see first part, second part and third part). It has been an inordinately long time since I wrote last in this series, and it must be attributed to my lack of perspective on things that … Continue reading My Independence – End of a beginning
R W Emerson said, "What you do is so loud in my ears that I can't hear what you say." This is an excellent adage to follow when dealing with senior leadership within your organization. This is a reality most people have to face in their organization.
Many organizations end up creating and fostering employees who perform well but have bad attitude. It is good to understand why these employees survive and thrive, and what you can do about it.
More often than not, you deal with incompetent leaders in your organization who get in your way rather than help you. It is important to understand this reality and work around it. And when you do find a good leader, you stay around them as much as you can because they are a rare breed.
It is important to distinguish between skill-based and experience-based competencies when deciding what to build your expertise in, otherwise you will quickly lose advantage at workplace.
Stack ranking keeps the 'valuable employees' in focus, Bell Curve forces managers to be realistic in rating performance. These are good tools but are too hard to use, and their use ends up creating more harm than good. So how do you deal with them?
Compensation Planning in most organizations are dependent on market and business conditions, and so it is important to understand those dynamics and not confuse it as a measure of your capabilities or performance.
Performance appraisal systems were designed using assumptions that don't hold true in modern workplaces. No wonder appraisals yield upsetting results!
This post is part of the series on 9 Realities of Modern Workplace.
In this post, we talk about Reality #2: "Organization deliberately sets up goals for people and departments that conflict with each other".
There are 2 reasons why organizations end up creating conflicting goals:
- Organizations need a healthy checks-and-balances system. They need one set of people to keep a tab on what another set is doing and hold them accountable. For example, finance team is there to make sure money is not being spent unwisely by other groups (of course, they have other goals too!).