________________
# Leadership
1 Dreams
2 Instinct
3 Target
4
You
Cybage leadership
Karma
Logic Approach
We
Equality Potential
Opportunity
Reality
Parameters
Dignity, Humanity, Divinity
Light, Camera, Action
Up, Side, Front
Peer, Subordinates and Clients
5
Loyalty
6 Modesty
7 Challenge
8 Innovation
Are those all? Surely not! List would go on endlessly! Finally, I would like to thank the management for making me a part of Cybage! I feel proud being Cybagian & happy - Rajendra Rakhecha, 3rd Dec, 2015
Client, Client - client
Emp Emp, Emp
Head, Body and Face
Attrition, Recruitment, Signoff, Client erosion
Past, Present, Future
1.2.8 Appraisal - Cloud of thoughts
I firmly believe each individual is the best appraiser of self! Stand in front of mirror, be honest and ask questions, have a dialogue on strengths, weaknesses, improvement plan, etc! You will get the true answers. I generally do not defend the inputs received during appraisal. I know my strengths, and curious to know observed weaknesses. Most of the weaknesses are circumstantial and for the specific reasons. So it is expected you to be the best during all the situations! The expectation itself is weird, if you are a human! If the foundation is weird, how would be the results correct? Not sure! I make final judgment, what I should be careful, and what I need to improve!
Secondly who are appraising you? There are many theories! One of those is 360 degree appraisal. So boss, subordinates and colleagues from other function will appraise you and give feedback. What if anyone of those is a poor performer? Does one if poor performer has a right to appraise other? Still inputs are taken on face value! This is too absurd! There need to be weightage to the views of each individual, equal to the rating of the individual from zero to one. And wondering if poor performers to be having any say in entire system? They have then it is again absurd. (I always say, fire the interviewer too if you are firing an employee on the ground of performance, since selection itself was wrong evaluation and decision)
Appraisal inputs are based on instinct, judgment! Those are not real number like doctor measures temperature of the body using thermometer. So critical career decisions are based on judgments, and that too of others? Is n't it absurd and unrealistic?
Each organisation follows mechanism of appraisal, and varies a lot including period of appraisal. Sometimes its six monthly, few do it on yearly basis. I am wondering why someone has to wait for so long to share the inputs in a real time dynamic world. Can it not be instantaneously? Do share it as and when it happens! It will save huge efforts, energy and save everyone from being defocused. One of the methods observed, adopted mostly from GE and further improved is as follow Individual is judged from 6 E - Energy, Energise, Edge, Execution, Ethics, and Etiquettes! Each of the parameter further divided into 3-4 attributes further. Following Ethics is not stamped on the forehead of any person on the earth! I cannot guarantee for myself, how can you judge other person on such a sensitive and critical parameter? Later ratings thus collected are normalized comparing the employees in a particular group. There are lot of discussions, argument and obviously counter arguments! Ratings varies from C, B-, B, B+ and A or 1 to 5! Those able to get the best rating for the subordinate who can
115
