What role does feedback play in Performance Management? To answer this question, we´l l have to first
answer a more fundamental question ´How does a manager arrive at a proposed rating
for an employee?´
A Manager relies on his own judgment & employee´s self assessment–
that´s what I have been used to seeing for a long time.
But in new context, I find that a manager additionally relies
heavily on feedback received from others. There even is a feedback framework in
place – employees use a feedback tool to request feedback and to give feedback.
Tool sees heavy 2 way traffic.
So why do I
see this change?
I think 2 primary reasons are:
·
Ecosystem
- I frequently hear here word ecosystem being
used to describe number & variety of stakeholders one works with. The circle of interaction and influence is not
only within your team and teams/leaders you support. It is a matrix structure. Number
of stakeholders potentially impacted is fairly higher than in a
functional role based setup.
·
Manager´s
role description– Most Managers here have a healthy mix of People
Management and Individual contributor responsibilities. A Manager is
accountable for his own performance and his team´s performance. Hence need for
a Manager to balance his time.
Given these 2 realities, a feedback tool seems relevant to provide
a manager more holistic visibility about his reportee´s performance.
Would such a tool be relevant for setups where above mentioned 2
realities are not so prevalent?
Manager´s judgment is paramount. But feedback is necessary to
enable manager to take a better decision. So a feedback tool may not be
necessary, but a feedback framework – on how employees request, give, &
receive feedback – does make sense for all setups.
-
Sourav
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