I was told by my supervisor that my scorecard has been prepared for the first month and was shown my monthly scorecard. I was instructed not to share any details about my score with fellow colleagues. My score is pretty good. I am just wondering about the strategy behind this policy, where they want everyone to keep their scores to themselves and not share with each other.
From India, Ahmadabad
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From India, Ahmadabad
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The Importance of a Scorecard
A scorecard is a reflection of your improvement. The results are best achieved if you compare your current performance to your past performances. Retaining focus requires you to set new standards for yourself.
That's why it's best if not discussed or compared with anyone else. The focus remains on you!
From India, Mumbai
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1872A scorecard is a reflection of your improvement. The results are best achieved if you compare your current performance to your past performances. Retaining focus requires you to set new standards for yourself.
That's why it's best if not discussed or compared with anyone else. The focus remains on you!
From India, Mumbai
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Well, I would like to explain the following statement further given by Ms. (Cite Contribution):
For you, this may be the right thing—to not share your scorecard with anyone else—because you can be discouraged by many factors. However, it also depends on how you take things, understand, and manage them.
Let me explain. If we are doing our work sincerely and our hard work is paying off in any way, or say we are being appreciated by our boss or seniors, we naturally discover many changes and developments in ourselves on both professional and personal terms. These changes need to be maintained and encourage us to perform better in the future. However, if we share our achievements with our mates and discuss or compare them with others, we might lose our focus on work and face more competition and distractions from other factors.
Achievements and success cannot be easily hidden; they reflect in our work style and behavior at the workplace, boosting our confidence and changing our attitude. However, it always demands that we remain positive and very careful. The more appreciation we earn and the more we achieve, the more we encounter conflicts at the workplace, such as increased competition, pressure, jealousy, and changes in mates or subordinates. We also get more responsibilities, earn the trust of seniors, and more.
About the Scorecard
The scorecard is a part of performance management and shows what we have achieved so far and what needs to be improved to gain growth and esteem. It is said, "If you don't measure results, you can't tell success from failure, and thus you can't claim or reward success or avoid unintentionally rewarding failure. If you can't recognize success, you can't learn from it; if you can't recognize failure, you can't correct it. If you can't measure it, you can neither manage it nor improve it." Ultimately, we have to learn from things at every stage and every time to develop ourselves.
Now, about the question of why you were asked not to share your scorecard with anyone: your very first scorecard introduces you as a newbie, which automatically implies that you do not know how to manage these appreciations and the results of your performance. You actually need to be motivated to perform well, and your confidence, which matters a lot at this stage, needs to be maintained. You can be demotivated by the previously mentioned factors if you share your scorecard with colleagues. Therefore, this is not just a question of focus but also of learning from experiences at this stage and obeying the orders of seniors.
Hope I have made everything clear.
From India, Gurgaon
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For you, this may be the right thing—to not share your scorecard with anyone else—because you can be discouraged by many factors. However, it also depends on how you take things, understand, and manage them.
Let me explain. If we are doing our work sincerely and our hard work is paying off in any way, or say we are being appreciated by our boss or seniors, we naturally discover many changes and developments in ourselves on both professional and personal terms. These changes need to be maintained and encourage us to perform better in the future. However, if we share our achievements with our mates and discuss or compare them with others, we might lose our focus on work and face more competition and distractions from other factors.
Achievements and success cannot be easily hidden; they reflect in our work style and behavior at the workplace, boosting our confidence and changing our attitude. However, it always demands that we remain positive and very careful. The more appreciation we earn and the more we achieve, the more we encounter conflicts at the workplace, such as increased competition, pressure, jealousy, and changes in mates or subordinates. We also get more responsibilities, earn the trust of seniors, and more.
About the Scorecard
The scorecard is a part of performance management and shows what we have achieved so far and what needs to be improved to gain growth and esteem. It is said, "If you don't measure results, you can't tell success from failure, and thus you can't claim or reward success or avoid unintentionally rewarding failure. If you can't recognize success, you can't learn from it; if you can't recognize failure, you can't correct it. If you can't measure it, you can neither manage it nor improve it." Ultimately, we have to learn from things at every stage and every time to develop ourselves.
Now, about the question of why you were asked not to share your scorecard with anyone: your very first scorecard introduces you as a newbie, which automatically implies that you do not know how to manage these appreciations and the results of your performance. You actually need to be motivated to perform well, and your confidence, which matters a lot at this stage, needs to be maintained. You can be demotivated by the previously mentioned factors if you share your scorecard with colleagues. Therefore, this is not just a question of focus but also of learning from experiences at this stage and obeying the orders of seniors.
Hope I have made everything clear.
From India, Gurgaon
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Performance Development Management.ppt
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