Key Guidelines for setting OKRs Company’s and CEO’s strategic Objectives and Key Results are defined All departments make their own OKRs in alignment with the CEO objectives—the OKR procedure works best when it draws on capability at each stage of the association to help the company win‍ Gather feedback from teams and allow for iterations Important to identify and highlight inter-dependencies between departments, teams. Most companies ought to consider keeping away from individual OKRs bound to execution management Review OKRs frequently in team meetings Make sure lea ..read more

Performance management is critical for start-ups. A well-designed performance management framework and a system that helps implement it can enable start-ups thrive in a dynamic business environment as well as institutionalize practices that enable high performance, growth and employee engagement.  Here are the elements that any start-up must incorporate in their performance management framework: Incorporate alignment with organizational vision, mission and values Incorporate flexibility to allow modification as and when needed Incorporate transparency and objectivity in the ..read more

Introduction In this fast paced world, it has become more than essential for organizations — small or large — to have a defined strategy and accountability to ensure that all teams are aligned and focused on a common goal.  For a company to operate in an agile environment, team members need to be empowered to make their own decisions and have a clear understanding of what is required of them.  The need of the hour to continually adapt to changing requirements have given rise to the popularity of OKR goal-setting framework.  There are many other goal-setting methodologies such ..read more

“People will forget what you said, people will forget what you did, but people will never forget how you made them feel” Maya Angelou   Introduction This famous quote from Maya Angelou in a way says it all. This is also very much in line with the top 3 zones of Maslow's hierarchy of needs; a popular psychology theory which talks about how humans get motivated. The above theory is applicable to employees at workplace as well. Today we have proven facts and figures through numerous research reports that Recognition at workplace has a great impact on Employee Engagement. However ..read more

Here are some useful tips for effective employee goal-setting that are crucial for improving employee performance: Align employee goals with business objectives Identify competencies needed to accomplish the goals Collaborate with employees to set goals, identify resources needed Set Specific-Measurable-Actionable-Result oriented-Time bound goals Set goals that are challenging yet attainable Regularly monitor progress and help them stay on course Recognize & reward employee who accomplish or exceed their goals Introduction Performance goals give employees a str ..read more

If you are looking to deploy the right performance management system, here are the key pointers you must look into: Identify the pain points in the existing process Clearly understand and delineate the organizational objectives List down ‘need-to-have’ and ‘nice-to-have’ features Look for a user-friendly PMS system Evaluate its integration ability with your existing systems Assess its implementation & support services Introduction Every employee's individual performance contributes to the organization’s overall performance. That's ..read more

Introduction We briefly look at several approaches to performance management here and how they could benefit your organization.   (Check out ..read more

Introduction Organizations worldwide endeavor to implement a robust and fair performance review system to evaluate and steer their employees towards continuous improvement. The objective of any performance management system is to provide employees with developmental feedback to help them contribute to the organizations growth, to improve or build upon their skills and to eliminate behavioral problems. However, standard performance management systems (PMS) are often found to be inadequate because of several reasons such as unclear goals or expectation setting, lack of communicatio ..read more

Introduction A traditional performance management system uses annual appraisals for each individual employee. Annual performance management can be highly stressful experiences for both the employee and their manager. While employees are under pressure to present themselves well, managers have the difficult task of carrying out appraisals without causing too much disruption to daily tasks.  Managers also have to hand out promotions and tough feedback in such a way that it doesn’t stoke resentment and division. Yearly appraisals and reviews can lead to inaccurate assessments as emp ..read more

Traditional performance management is always been a fear-based approach which emphasizes more negatives as compared to positives. While many aspects of modern performance management have helped reduce those challenges, others have created new ones. The guiding principle of traditional method has been individualistic whereas modern approach is organization oriented. The traditional method runs on an annual basis whereas modern method runs frequently. Traditional assessment was done by supervisor whereas modern method is self, and peer assessed ..read more