How do you see the performance and rewards systems landscape across organisations at present?
AN I feel that as organisations are looking at a new landscape of work in 2023- performance reviews too will have to undergo a transformation. These reviews must be the result of year long discussions and feedbacks. They cannot be a tick box, one time in the year. The HR heads need to work on removing subjectivity, the halo effect, and personal biases from these.
We need to understand that reviews shouldn’t be a one-way process. These need to be ongoing — performance and development conversations. Currently these are viewed as times of stress and demotivation in organisations. The point of a review is not to tell someone all the ways they’re failing. It’s to constructively point out the gaps in the desired; level of expectations and help people in narrowing those gaps. And of course, to recognize the top achievers.
Do you feel that it is appropriate time for resetting the performance and rewards...
