Dear Seniors,
We all are aware of NORMAL AND REGULAR PERFORMANCE APPRAISAL SYSTEM which is in practice for years together.
But i thought of acquiring COMPLETE FEEDBACK @ 360 degree level, from his(XYZ EMPLOYEE @ XYZ LEVEL or WHOMSOEVER IT MAY BE) TEAM MEMBERS where we could study about various essential skills/factors/capabilities/strength/weekness/attitude etc., that could help both(team members & company) before we take decision in favour of XYZ EMPLOYEE. We want to ensure that we are TAKING RIGHT DECISION IN FAVOUR OF XYZ EMPLOYEE.
Current generation MANAGERS/TEAM LEADERS should possess extraordinary skills that should enable company to carry out operations is a smooth way without any hurdles/obstacles(self created)
This will help us to identify the ISSUES which need to be rectified/corrected before PERFORMANCE APPRAISAL PROCESS is completed. I want employee to know/understand, where he is lacking and how he can correct himself or in that area to avoid future issues.
1) Is this process ETHICAL and VALID?
2) Will there be any issues if we consider the same for SENIOR EMPLOYEES as well because we want our employees to play a UNIQUE ROLE - TRUE/POSITIVE MOTIVATOR, TRUE LEADER rather being DICTATOR or just concentrating on getting things done as the ATTRITION RATIO is increasing due to unhealthy relationship between TEAM LEADERS(MANAGER, SENIOR EMPLOYEES and his MEMBERS)
Kindly suggest your best suggestions/views/comments etc.
With Profound regards
We all are aware of NORMAL AND REGULAR PERFORMANCE APPRAISAL SYSTEM which is in practice for years together.
But i thought of acquiring COMPLETE FEEDBACK @ 360 degree level, from his(XYZ EMPLOYEE @ XYZ LEVEL or WHOMSOEVER IT MAY BE) TEAM MEMBERS where we could study about various essential skills/factors/capabilities/strength/weekness/attitude etc., that could help both(team members & company) before we take decision in favour of XYZ EMPLOYEE. We want to ensure that we are TAKING RIGHT DECISION IN FAVOUR OF XYZ EMPLOYEE.
Current generation MANAGERS/TEAM LEADERS should possess extraordinary skills that should enable company to carry out operations is a smooth way without any hurdles/obstacles(self created)
This will help us to identify the ISSUES which need to be rectified/corrected before PERFORMANCE APPRAISAL PROCESS is completed. I want employee to know/understand, where he is lacking and how he can correct himself or in that area to avoid future issues.
1) Is this process ETHICAL and VALID?
2) Will there be any issues if we consider the same for SENIOR EMPLOYEES as well because we want our employees to play a UNIQUE ROLE - TRUE/POSITIVE MOTIVATOR, TRUE LEADER rather being DICTATOR or just concentrating on getting things done as the ATTRITION RATIO is increasing due to unhealthy relationship between TEAM LEADERS(MANAGER, SENIOR EMPLOYEES and his MEMBERS)
Kindly suggest your best suggestions/views/comments etc.
With Profound regards