Wednesday, December 29, 2010

20-70-10 Differentiation

Reading “Winning” by Jack Welch and his thoughts on differentiation-- the person who introduced this idea, and also implemented it globally.

One good point he made and that is clearly missed is before an organization goes this route, they need to have a robust performance appraisal system, that is free from bias.


Most of the companies have embraced this system without actually understanding the strengths and weaknesses in their HR processes. I don’t even think companies look back to see if they are gaining anything implementing it or not.

Personally small teams of less than 10-15 people can do away with this. Small teams cannot work if they have a less than average guy, and incase there is someone then it should not need waiting till the appraisal cycle.

I have been asked to just implement the normalization curve many a times without anybody wanting to explain me WHY,,,or even attempting to understand, why me and my team are better without it.. However not risking to be branded as a forever rebel i have also embraced this idea…

My suggestion is to benchmark salaries in the annual performance appraisal and move ahead…infact performance appraisal should happen in much shorter cycles..an then annual cycle should just be a salary correction exercise…

Friday, December 10, 2010

Giving a dollar vs earning one

A 29 year old Steve Jobs sounds off on philanthropy in an early interview with Playboy.

"I'm convinced that to give away a dollar effectively is harder than to make a dollar.

"There are some simple reasons for that. One is that in order to learn how to do something well, you have to fail sometimes. In order to fail, there has to be a measurement system. And that's the problem with most philanthropy--there's no measurement system. You give somebody some money to do something and most of the time you can really never measure whether you failed or succeeded in your judgment of that person or his ideas or their implementation. So if you can't succeed or fail, it's really hard to get better."

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For me the measurement is the difference you make to someones life. I don't believe in giving some rs to a roadside beggar, it only encourages beggary, and is no good. But yes following up on donation and making sure it does good involves whole lot of effort, perseverence and time.

Thursday, December 09, 2010

Harsh criticism

Criticism is something I have been struggling with since a long time. Both in giving and taking criticism. Sometimes I am soft while criticizing others and then found that there was no effect, and sometimes I criticize too harshly on something very small. Criticizm helps people to grow, and is very important. Constructive criticism works like polishing on a rough diamond, but hard polish can break the diamond also. Some people fear criticism, specially managers, who are afraid that it might be seen as a negative trait. It might just make enemies. Those criticized might resign, or spread dissent in team.

I feel its a great injustice to your team if you are not sharing criticism and working with one another on those, to build stronger teams and stronger bonds.

Monday, December 06, 2010

Six Very Painful HR Leadership Lessons I Learned From My 360 Feedback — Don’t Make These Same Mistakes… | Success in HR

Six Very Painful HR Leadership Lessons I Learned From My 360 Feedback — Don’t Make These Same Mistakes… | Success in HR: "’s leader. Even if you don’t deserve it. Even if your name never gets used. You get paid more. You have access to higher-level people in the company. You got there because you have the smarts and can think the big thoughts.

The other side of the coin is hanging your team out to dry when things go wrong. If you publicly crucify them for a mistake, they’ll never forgive you.
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I found this article really stupid. Though it may look great to newbies, experienced managers would know that this states nothing new, and however ignore the practical problems that managers face.

Biggest pain is getting the right feedback...People just don’t give feedback because -
  1. They are afraid - u may track and persecute.
  2. They don’t care - Most have already lost hope. Don’t want to waste time.
  3. Some are immature - their feedback is kind of stupid and meaningless.
Now even after getting feedback, u can't do shit about it because -
  1. U don’t have budget.
  2. U cannot change organizational policies.
  3. U cannot always share hard realities with people.