Rising above the Bell Curve

It's that time of the year again where we take time to discuss our performance for the year. Many have the common misconception that this is just due process as bonuses has been fixed, promotions are most often than not based on seniority or the ones who have been artificially visible or has someone bearing a torch to make him or her shine brighter.

Whether you are feeling this way or otherwise I view that year-end performance conversation should be more than just checking all boxes, assigning a rating and be extrapolated on the proverbial bell curve. You are much more that just a plot on a bell curve, cause you spent a year investing your mind, time and energy to the organization and just for that, do spend time to really ask/seek meaningful feedback from your line manager. Questions such as the following are important for your end development and growth:

How did I grow in terms of my knowledge base, skill and capabilities for the year?

• Stop and reflect if you were doing the same thing for 2017 and 2018, chances are you will be doing the same for 2019. Every quarter, check if the role you are doing offers new areas of challenges that further deepen your skills and capabilities.

What when well for the year and what I could have done better?

• The latter is typically the more challenging part, whereby you need to be open and understand that while you may have had strengths and successes in several areas, there are a times areas of skills and capabilities blind-spots that will never be seen by you. Be open and seek feedback.

How does my effort and contribution tie-back to the departments goals and objective and specifically the profitability of the company?

• This is a very important question that many a times we do not ask, we at times fall in to the trap as to why though hard-work, effort and commitment the rewards in terms of increments and bonuses seems to be not reflective. This is an important aspect that one at times may overlook, read annual reports and look for trends on the journey the company is taking. This will then be tied back to the bonuses as well as the number of promotions to support the growth of the company.

What are the key developmental areas that is required to rise to the next level?

• Have a clear discussion with your line manager and work on a commitment plan. Chart out certain milestones to be achieved. Once this is done have an honest discussion on the areas you need to develop and how many months or years required to realized your goals.

Do not be afraid to seek clarity on a rating decision.

• Many a times employees shy away in confronting line managers on a well deserved rating. The concern here at time line managers may rank KPI's based on comparison among to the team. There is no wrong in this, but seek clarity and then evaluate if this was fairly deliberated on.

Once you have taken the time to really discuss the above, and a final rating is assigned, step back and reflect if the company has been fair and have you been fair to the company (delivering on your end of the deal, in terms of effort and commitment), many a times the latter is never thought by the employee. :)

If you have really worked hard and you shudder on the opinion that I am just an average Joe, may be a change in career might be the answer. Consider RHB Banking Group as your next career move.

RHB Banking Group's Performance reviews are designed around coaching for development and growth. It is truly future and you focused, coaching check-points are integrated within the KPI discussions so that both line manager and staff have a concerted effort in achieving the organizational goals as well as a structured guidance towards your individual performance.

The long and short of this article is to avoid treating your performance review as just another process, it is a chance for a meaningful conversation around You... and truly with nearly more than half our lives spent in or at the office... You are worth more than just a rating of 1 to 5.

Have a great review and all the best.