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Tag Archives: Performance Appraisal

A myth called Influencing with Authority


It is been said that “influencing without formal authority” is the most difficult task to do. This comes from the old school thinking that individuals can be influenced by a person who has formal authority over him or her. For example, if a team member (say X) immediate supervisor (say Y) is considered to be […]

Bowling coach to Sachin Tendulkar – Make sense?


Of course it doesn’t make sense! Why do anybody want to appoint a bowling coach to the greatest batsman that cricket has ever produced? Why do we want him to get better with bowling when he is so good at batting? He has been pretty decent part-time bowler who bowled few overs and got some crucial wickets […]

Leadership dichotomy: Compassionate Vs. Ruthless


Let us start with two case studies. Case-1: Consider a situation where one of your top performing members (person A) in the team is going thru a serious personal problem. The problem could come in many forms (love/affair failure, wife pregnancy complications, parents/kid having serious illness, perennial conflicts at home etc.) which make the individual […]

Who is the real “top” performer?


The performance management or appraisal system is one of the most debated topics around the globe, irrespective of the organization. After seeing different systems in different organizations, I come to a conclusion that most of them operate with same fundamentals. It can be summarized as follows: What an individual has done in terms of given […]

Building Leadership pipeline


As the popular saying goes, Leadership is all about ‘Building more leaders’ in the organization. Identifying, coaching and grooming high potential individuals play key role in building the leadership pipeline. In technology industry, it is critical to choose an individual who bring in technology passion, people quotient and business acumen. However these folks are not […]

Performance management – Differentiation


Recently my supervisor has started an initiative, where each one of us started sharing details on a particular topic, taking reference from a famous leadership/management book. Based on my recent study, I have come up with a presentation on ‘Differentiation’  by Jack Welch. Have a look at it and let me know what you think.

Performance management – How to give effective feedback?


Providing effective feedback for others is one of the key elements in performance management. It is possibly the best way to help others grow in their careers. Based on my experience I have come up with a presentation which talks about top 5 things to take care when giving feedback: Devil is in the details […]

Performance Management – Keep it subjective


In continuation to my earlier post, Performance Management – Keep in simple, I wanted to add another facet of the Performance appraisal process here. In case you have not already read that, please do so, so that you have a better context of the thought process. A lot of the overhead described in Performance Management […]

Performance Management – Keep it simple


In one of the earlier posts here, Performance management was called out to be one of the least understood domain. I, in fact, think its one of the MOST OVERRATED process. No, I am not saying its not important… I just feel that many companies have over complicated a fairly straight forward function. Here is […]

Performance management – Beyond ratings & rankings


The topic on performance management (popularly known as performance appraisal) is one of the least understood and complex topics in management. Especially in Indian context, often it is linked with annual/bi-annual salary raises/promotions. At an outset it might look like a mundane ceremony done for name-sake,where favoritism (or impression with direct reporting manager) plays a […]