Applying Design Thinking to Performance Management @Crompton
Satyajit Mohanty
Vice-President & Head of HR@Dabur India Ltd. | HR Digital transformation | HR Innovation & Analytics | Global Experience
What do you think people want from PMS discussion? What worked and what didn’t? Strengths and weaknesses? Transparency in performance ratings? Clear linkage between performance rating and increases? Well, we thought so….
Application of Design thinking changed all of that…
It is as if the HR and business leadership had not had hundreds of years of PMS experience management between them…
Applying design thinking, we explored with the “bulge” (people who didn’t like PMS ??), and the outliers (who liked). We asked what employees and line managers (50+ nos.) liked and didn’t like in their past with performance discussions…
The answer was surprising and “fearfully” consistent.. here are the top six employee needs
- “We need the motivation - Please tell me what, in your eyes, worked first – and don’t start with the negatives….”
- “Please discuss my development needs in line with my career aspirations (No, I don’t want much feedback as to my devt. Needs with respect to current performance)”
- “Please tell us how we can do our jobs better. And just don’t tell us what didn’t happen – we know that”
- “How can you help me better?”
- “I need continuous feedback to know how I am progressing”
- “Evaluation against only the goal-sheet? But I did so much more …..”
Surprised? Well we were too… Now doesn’t the above sound intuitive? If so, then why so many of us don’t do it….
Career Coach | Helping Students & Professionals in career decision making, planning, self-development & growth.
5 年In my career on 2 occasions, I had my boss trying to avoid the discussion and when I chased, the boss admitted that the rating was already decided by his senior and conveyed to the management ... so the appraisal just remained a formality and paperwork to be completed .... This shows blind submission of boss to his boss, lack of his seriousness wrt team development, lack of his capability to handle the role as my boss ... etc.?
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5 年Greetings Satyajit, Important and Meaningful share...?
Chief Financial Officer & Head of Legal Compliances. Headed: CFO l Tech | GCC | Legal
5 年PMS is as good for employees as it is for the manager. A manager has to be fair in assessing the career progression of his/her team during regular stint in the performance year. We need good leaders who are consistent, disciplined and progressive in their approach. The review should be carried out basis potential and experience both. The trajectory of the employee and manager should be recorded and transparently available in the system. The performance should not be narrated to an employee circumstantially basis the phase in the business being bullish or slack. More than design thinking we must design good leaders ...:)