Finally, the hectic week comes to an end. The months of December and January, while there are lot of festive times in these months, at the same time, there is also a lot of work. In the month of January, the focus has been on completing the performance reviews for employees. Honestly, I do not like these systems but at the same time, I also feel they are important, because they are a time of reflections and giving appropriate feedback. If there are no feedback mechanisms in place for a company, then it becomes difficult for employees to gauge their performance and also for management to take decisions on their future goals.
Most of the employees do not enjoy these systems, because they feel they are very gloomy and one-sided. It is true, to a great extent. The HR and the Managers normally give feedback from what they feel is appropriate and there will be levels of disagreements then. Hence it is very important that these reviews are done in a manner that actively participates both the appraise and the appraiser.
From an HR perspective my effort is to ensure that the process is being followed in the most ethical manner and identify areas of development and help the employee in their career development planning which would enable them to accomplish their career goals. It is important to understand their career aspirations along with providing them real time feedback on their performance. This year the process went smoothly to a great extent, except for 2 employees who have been very hard all throughout the year and have conflicts with the management all the time. They were just not willing to accept that their performance has not been up to the mark, rather they are in a delusion that they have performed very well and they deserve incentives.
Honestly, I lose my cool with such people. I believe in clear communication when they do not meet Company's expectations, but not everyone can take negative feedback constructively. People want to keep arguing and going on and on to prove their point right. And this I have observed all through out my career as an HR. Negative feedback is taken as a criticism and employees feel offended. Not everyone, but there are a few and the process becomes toughest with these kinds of people. I always advise the Managers to keep doing Career conversations on an ongoing basis with their teams and now wait for end of the year. Identifying the strengths and weaknesses on a real-time basis, maintaining transparency and coming up with agreed actions does help on both the sides.
There are some tough nuts also who I need to crack :-) A lot of people go on my appearance; they feel that I would not come out strong enough. But when it comes to work and performance, I can be very hard and a no-nonsense person. I cannot tolerate excuses and one who just gives talks and no action.
Anyways, I am almost done and few more are left to go, which I plan to complete in the coming week, and then I will be relaxed.
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