![]() ![]() Organizations are moving towards periodic reviews between managers and their team members. Periodic Reviews (also called as Check-ins, feedback sessions, etc.) So, there exists two bell curves – one for performance, one for salary revisions. There are other factors which decide salary revisions. And, salary revisions are NOT ONLY based on performance. Salary revisions -> performance is one of the inputs while doing salary revisions.If it results in skewed curve, it is perfectly fine. It will still be subjective, but, it is perfectly fine. They don’t go with any forced ranking and allow the bell curve flow freely. Managers are allowed to rate (if the rating system exists) and use guidelines to come up with the rating in each session.They focus on real-time, ongoing, constructive feedback sessions. They prefer to have periodic reviews (which is a good step) or sessions between managers and their team members to discuss about the performance, what is going well and what is to be improved.Companies are moving away from annual performance appraisal sessions.We have done an analysis, interacted with HR leaders like Mr Mali Mahalingam and come up with the following understanding: We wanted to understand the solution these companies (companies from the articles mentioned above) have put together to abolish performance appraisals and still focus on rewarding performance and do “objective based” salary revision. Most of these articles elaborate the challenges on the annual cycles, bell curve, etc. There are several articles like the above on the net. ![]()
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