Managing Performance Evaluations During a Pandemic - peoplecube.ai

The bell curve is long flattened in the performance appraisals. The current curve everyone is trying to flatten is the COVID one.  

Earlier most employees came to office and what they worked on was at least physically evident irrespective of the productivity. A few worked remotely and were dealt with separately.

But the current crisis has forced all to work from homes and remotely. Even after the crisis this could be considered as a norm by many companies considering the risk associated with subsequent virus waves and also the cost savings associated with renting less desks.

Of course not all can work from home, but even onsite workers will be forced to get onto rotating work schedules to keep themselves safe and also to cater to lesser consumers.

This pandemic is a blessing in disguise to ascertain the right productivity measures

In a way this will help in overcoming the wrong perception that working 9-10 hours or more in office does not lead to productive hours. And being at home but getting the job done would indicate, to some extent, the true productivity of an individual.

This would mean the need for new ways to measure the performance of employees.  

-    Offline and online connectivity

-    Support during off hours

-    Client feedback considering the new paradigm of online relationships

-    Team and group collaboration in achieving the business goals

-    Ensuring positivity through constructive feedback, rather than keep a sword hanging.

-    Finally helping employees augment their skills and learning to match with the post-pandemic scenario

@Peoplecube.ai we help organisations identify the right set of cultural values and employee engagement initiatives to overcome the pandemic concerns and work towards achieving the business outcomes, even though virtually connected.

For further details on how we do it and a DEMO please visit www.peoplecube.ai

Why is Company Culture Important? - peoplecube.ai

A decade or so back when most companies realized that they had hit the plateau in their market growth, many wanted to explore the markets or countries where they had set up their operations.

These emerging economies had expendable income and were turning to out to be mass consumer markets.

To increase the market share, a company can do 3 things:

1.       Introduce existing products or new products in new markets,

2.       Introduce new features to its existing features and

3.       Introduce new products.                                                      

               

 Organisation Culture

The first is a marketing strategy. The second idriven by some extent because of changing customer needs and some part by incremental innovation. The third is driven completely by Innovation.

Realising this all companies started with the Mantra of ‘Innovation’ by pasting posters and running year long campaigns, without actually seeing any results.

At the company level, the CXOs and Sr. Management have to realise that Innovation is a process and starts with Ideation. But Ideas need time, research, resources and motivation. I.e.

-   Give time to employees to ideate within their working hours and workspace.

-   Give resources to employees to research, experiment and validate at each step their ideas, prototype and product.

-   Give the platform to employees to collaborate and ideate, cross-pollinate and work together

-   Reward them for their sincere efforts even if they fail. Make Innovation and its efforts part of the Performance Management cycle.

With these measures in place employees will have the necessary confidence to work towards innovative new products or new features.

Making this a structured approach across the organisation and with a direct reporting to the CEO, part of the MIS, will help the company achieve the desired results.

This is what is called setting the ‘CULTURAL CONTEXT’. Remember your people without the right engagement and culture can jeopardise your best of strategic intent, even though unintentionally.

For further details on how we do it and a DEMO please visit www.peoplecube.ai

Organisation Culture