5 ways to ensure outstanding appraisal


It’s been 4 years now and I have always got outstanding rating in my appraisal. Now the below points may wary from one industry to another but in the nutshell it works. Going by some logic and some personal experience, you will understand and should try to implement some of these in your office. Either it will work or not at all but nothing will go wrong.

  1. Sincerity

    – Be sincere to yourself and to your work. First and foremost you are working for yourself and then for your company. So, be true to yourself and love what you do. Then only you will be able to give 100% to your work. It is always great when your passion becomes your work but even if it doesn’t follow your passion too but enjoy the work as well. I was a developer who is now a manager. These were not my passion but eventually I discovered what I can love in it.ilovemyjob

  2. Never say no to work

    – No matter what you do, never say no to additional work. The only exception here is the task which you know will not be fruitful and will bear no output. Only those can be said No to. lifes-little-secrets-44-728

  3. Automation

    – With the advancement of technology and every one going for eco-friendly, effort reduction, money saving options and other stuff, make sure you automate whatever you can. It might take away some of your work but it will surely get you new work and visibility among the seniors. So think out of the box. Process Automation on the Gears.

  4. Courage to let go

    – One should not be afraid to let go of work to their juniors. Till the time you don’t let go of tasks that you have mastered in, you will not grow. So, whenever you are given a task, master it and then share it with juniors and let them handle it while you ask your boss to give you more higher/difficult tasks. He/She will be impressed and this will showcase your leadership skills. climbing-the-ladder

  5. Visibility to boss

    – This is the final and most important point. All of the above pointers depend on this. Always make sure that your boss knows what you are doing and what you have finished. We tend to forget that the boss is a human after all and during the appraisal time might forget what you did. So whenever you take up a new task or complete one, communicate with your boss and make sure he knows about it. Every 2nd Friday or any day – twice a month, schedule a feedback session with your boss to discuss your SWOT. Also, keep a note of all the accomplishments which you can take up during the appraisal discussion. But, all in all, communication is really necessary. managing-my-boss-27-638

 

So, give it a try and think about it….

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IT, Attrition and Business


It’s been a while that I am a part of mid-level management working with senior leadership and technical developers of the company. As a part of decision makers as well as the receivers, I am very well accustomed with issues faced by both ends. The decisions are made at organizational level and for the organization as a whole. They may be suitable for some, forced for some and then there are others who just don’t care.

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Bell curve, hierarchy management, promotions, hikes, etc. are all levers which can ruin or better the relationship between a company and its employee.

Gone are the times when there was a scarcity of good engineers and companies were like families. Today, we are producing engineers like chicken eggs. Every street has 5 out 10 people as engineers. With such a huge number and expansion of the industries, the same resources aka engineers are treated as labors with no labor laws to protect them.

Below are the points that force a person to resign or switch.

  1. Money – Believe it or not money does matter. Yes, at senior management level, it is really tough to release due to budget constraints and limitations but it needs to be as per industry standards. If you think you are giving salary as per the standard, check your attrition.
  2. New Learnings – This is the 2nd most important point. Keep your workforce up to date. Not just C# and Java or Oracle and SQL, make your workforce take training on things like analytics, cloud, adobe technologies, etc. Basically the technology of the future. And make sure you give them time to take those training by holding their manager responsible for the same.
  3. First and second level managers – Your business, your workforce, your quality and your numbers will only increase if you have good first and second level managers. Many times we promote idiots to these level just because they lick their senior’s ass. (Sorry, I am really blunt)
  4. Opportunities – Rotation of an engineer is important (if he wants). There are times when an engineer keeps working on a project for more than 5 years. His plight is never understood in the name of project requirement. Trust me, you are just forcing him to resign. Because he has no experience of rotation and no time, he will not consider changing the project but the company altogether.
  5. Visibility – It’s important to give your engineer some visibility with senior management. These are the guys who leave their families to come and work for you. Take that into consideration and meet these guys and have an unofficial conversation like an ice-breaker.
  6. Better enabling teams – Admin, HR, workforce planners, recruitment and PMO like teams should be enabled properly. The ice-breaker sessions will tell you what issues are at the bottom level. There may be some idiotic policies which might be irking your people. And this brings me to last point.
  7. Automation – Certain policies and certain procedures in the company need to automated. Rather than having manual checks, automate stuff. This would reduce the cycle time. A person won’t have to beg some other person for approvals and getting work done.

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I know at senior leadership level, we have an issue with why can’t these engineers see the whole picture and think at organizational level. But we need to understand that today’s generation is living in high cost of living and trying to be up to date. For this, they are bound to focus on themselves. They have a family to take care. You reached senior leadership level during the time when fight to survive was slightly easy. It’s a firefight out there.

Take some action to save your people. They are “your” people. Make the company a family again! And trust me, it’s not just money.

Think about it…

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