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Esselites prefer constant feedback

Jun 12, 2007
Jun 12, 2007  A few weeks back, the Essel Newsletter had sought suggestions from Esselites on the kind of performance appraisal system we should adopt – a system based on constant feedback about the employee's performance or one where we have one or two days in a year to apprise employees of their expectations. “Performance, as the term itself denotes, cannot be constant. The analysis made at the end of the year will not be appropriate. The cumulative performance of the person is the important aspect of performance analysis,” says Senthil Kumar from Popkorn Infotainment. “Performance appraisal is a very subjective term. One can not be appraised on the basis of one or two days meeting. What is important is the constant monitoring of performance of the executive which has to be discussed with him,” affirms Vijay Parikh from Intrex Trade Exchange. Nandkumar Pudhari from Popkorn Infotainment is crystal clear about his views on the subject. “The performance appraisal of an employee is akin to an examination of a school student. Educational institutions all over the world are migrating to the continuous assessment system and are doing away with annual assessments. It may be noted that only the evaluation methodology has changed, promotions to next level still happen only once a year. The periodic feedback given to the student helps him overcome shortfalls and improve his performance,” he elucidates. “Likewise, a constant feedback system of performance appraisal would help the employees understand their shortcomings and take steps to overcome the same,” Nandkumar adds. Davendra Sharma from WWIL suggests a two-tier process, with an interval of six months. “In the first half of the year, the immediate boss in consultation with the subordinate should fix the target. The second half of the appraisal should assess targets achieved,” he says. “A constant feedback appraisal system about the employees' performance should be transparent and objectively designed to guide the employee to give their best by giving input of what, when and how,” opines DISHTV's Sanjay Kumar Jaiswal. “I think we should adopt the system in such a way where in we take into consideration the overall performance for the year along with constant regular feedback while giving weight-age to the periodical performance as well,” suggests Sameer Narsiker from DISHTV. “If effective feedback is designed into a performance management programme, individual and team performance will improve, which will make the organisation more effective. With effective feedback processes, employees won't be working blind and, hopefully, will reach their destinations successfully. However, feedback should be timely and should come from different sources – manager, supervisors, peers and customers,” says Shivaji Singh from DISHTV.