Tuesday, May 01, 2007

Appraisal - Managerial Tips "in English" - Part 2

தமிழில் இந்தக் கட்டுரையை வாசிக்க இங்கு சுட்டவும்.

Pl.read PART 1 and then proceed. In the previous posting, I had given 5 tips ! So, I will proceed with the 6th point.

6. The act of 'Setting Goals' (to the appraisee) should be done with clarity, foresight and long term planning. This is best illustrated by a real-life example!

When one of America's old and reputed university building was constructed, the site engineer had used timber (from a particular type of tree that grows tall and strong) for the beams and columns. After nearly 200 years, an experts' group was assembled to ascertain the fitness of the university building.

The experts found a long wooden beam that ran across the main hall of the building to have become weak because of wear and tear and recommended a replacement. Also, they put forth many other recommendations to strengthen the building structure after going through the building drawings in the old 'blue print' room. The experts were perplexed to see a small map (with directions leading to a specific area in the nearby forest marked clearly) attached to the main drawing.

When the experts went to the forest area marked in the map, they found a uniform rows of fully grown trees. They discovered to their amazement that the timber that had been used during the construction of the building (200 years ago) had come from similar type of trees.

The site engineer, at that time itself, with foresight and long term planning, had sown the seeds of that particular type of tree, in the nearby forest area. Those seeds have become giant trees and were standing tall in front of the amazed group of experts !

Since the site engineer realized that after many years the wooden columns and beams might have to be replaced and acted with foresight, it was possible to renovate the university building to its old pomp and splendour !

7. The skill of the manager lies in subtly making the employee (who is being appraised) understand that there is an hierarchy (authority) above the manager himself and that the manager is answerable to that authority! This essentially makes the employee realize that the manager can satisfy only some of his/her requirements and not all!

8. What is "OBJECTIVENESS" ?
To explain this clearly, the trainer gave a good example. In the company the trainer was working earlier, his manager appraised the trainer's colleague, in the marketing division. After the appraisal, the colleage looked crestfallen. Seeing this, after taking permission from his manager, the trainer spoke to the colleague. He found out that the person had come from a rural background that gave him a disadvantage in terms of self confidence and command over English. Still, with his hard work, he had achieved around 80% of the target assigned to him. Though the trainer had achieved more than his target, he was able to appreiciate the contribution of his colleague. That is OBJECTIVENESS!

To explain further, the trainer put forth a question, "If a very poor man donates Rs.100 (all that he has as savings) as contribution to the Tsunami relief fund and if a millionaire dontes Rs.10 lakhs to the same fund, whose contribution will you consider as really HIGHER ?" and made us understand the concept of OBJECTIVENESS :)

9. There is one important aspect of appraisal:
An appraiser has a responsibility in the performance of the appraisee!

To ensure this, a manager needs to set "Stertch Goals" to an employee working under him! By this, the manager is forced to provide "responsible support" to the employee to achieve his/her goals! The performance of the employee becomes the responsibility of the manager to some extent!

Also, the employee is able to move from his/her comfort zone to his/her courage zone and contribute better. This is a win-win situation for both the manager and the employee.

10. To illustrate his point, the trainer gave the example of the process of bring-up of an eagle young one.

Initially, eagle parents construct a comfortable nest on top of a cliff, for the young one, provide sumptuous amount of food, protect it from many dangers and generally are very supportive to make the young one's life happy and comfortable. That is, the young one is kept in the "COMFORT" zone by its parents

After sometime, as the young one grows, the parents dismantle the nest slowly exposing it to hot and cold weatherand also reduce the food supply. The parents often push it from the nest and when the young one starts flapping the wings and is about to hit the ground save it. Slowly and steadily it learns the art of flying !!!

The eagle parents are actually pushing the young one into the COURAGE zone to prepare the young one for a life without parental support. A manager needs to behave like the eagle parents with his employee (young one)!

11. A manager needs to understand the simple fact that all employees (working under him) cannot be SIMILAR. After all, each finger is UNIQUE! Some managers do not even grasp this. Also, a manager should NEVER compare one employee with another.

There is a type of bamboo in china, that grows very slowly in the first 5-6 years and in the next 5-6 weeks, it reaches an astonishing height of 90 feet! Like the chinese bamboo, there will be some employees who may take a longer time to learn at work (Learn it slow but good!). But, the manager should have the foresight to realize that in the long run, those employees are likely to be potential assets to the organization.

12. Individual aspirations are as IMPORTANT as the Organizational expectations. A manager's duty is to understand this and act accordingly.

13. The WORK PLACE should ideally be like a COLLEGE CAMPUS, where BUSINESS can be equated to CURRICULUM, MANAGERS / PROJECT LEADS can be equated to TEACHERS and CUSTOMERS can be equated to the DRIVE. The above four form the PILLARS of the building called ORGANIZATION.

The foundation of this building is the EMPLOYEES and the TOP ROOF is the TECHNOLOGY (Technology is the ENABLER!).

If the environment is such as above, there is bound to be abundant goodwill between the managers and the employees.

14. Finally, we will look at the 2 golden rules of APPRAISAL:
(i) During the appraisal, you COMMUNICATE, not SPEAK!
(ii) NEVER postpone the appraisal discussion and NEVER allow interruptions during the appraisal session!

I think, I have bored you enough by lecturing! Thanks for reading patiently!

என்றென்றும் அன்புடன்
பாலா

*** 342 ***

5 மறுமொழிகள்:

enRenRum-anbudan.BALA said...

Test comment, Enjoy the post :)

said...

Thanks for the post ...

said...

தமிழ் மக்களுக்கு ஒரு அரிய இனய தலம்,

தமிழ் ஒலி ஒளி நாடா
தமிழ் படப்பாடல்
தமிழ் நகைச்சுவை
தமிழ் படம்
தமிழ் நடிகர் நடிகை புகைபடம்

மற்றும் அன்பு......
தமிழ்.ஹப்லாக்.காம்
(Tamil.Haplog.com)

said...

Hi Bala ,
Interesting post. I always thought managers should take the appraisal session as a serious one rather than a ritual..........

In(india) manufacturing and in government agencies appraisal is not a tool used for finding key performance indicators...........sad thing but thats the reality.

with best
CT

enRenRum-anbudan.BALA said...

Thanks, CT !

நன்றி நண்பரே !

வருகை தந்தமைக்கு நன்றி! உங்கள் மேலான கருத்துக்களை எதிர்பார்க்கிறேன்!
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