NU12 Topic: Professionalism – new work, methods, practices

Performance bonus! Salary Increase! Job Promotion! Additional Perks! Travel! Etc… 

These are what every employee (at any level) aim after a year of hard work, exceeding quotas, hitting KPIs, overtime, again overtime, and over-overtime… But how each employee gets their bonuses, increases, perks, etc..?

It's thru yearly performance evaluation! Right?

The process of evaluation: Staff level employees are being evaluated by their manager; then managers are being evaluated by the top management. 

End Result: Managers are pushing too hard their staffs to hit their targets and quotas… whatever it takes and If that happens the credit will go directly to the manager.

Top management will commend the manager for a job well done and will generously be given corresponding bonuses, salary increase and other perks.

On the other hand the staff will also receive bonus, salary increase and other perks as well though not as generous as the manager gets.

It is the reality! And this is happening mostly in all the companies out there. 

  

Sad Reality: Are the top management know how did the manager hit their targets and able to manage their resources? 

Are they aware of how manager and staff relates to each other?

Does top management know how the managers behave in times of pressures?

Does the top management know what kind of attitude their managers have towards staff?

Almost all the answers from the questions above are NO!

A lot of staffs were being mistreated, forced to do overtime, and worst felt degraded. 

This is one of the major reasons why a company has a high employee turnover ratio.

The proposal: Why not hear it from the staff?! Staff level employees will still be evaluated by their manager; but this time, staff level employees will be given a chance to evaluate their own managers. 

Through this, top management will have an idea on how the managers behave and what kind of leader he/she is. 

Doing so, will give input to the top management who will still give the final say in the evaluation process

Bright side of the proposal: Top management will really know their managers not just in their output but also their people handling skills and their attitude towards their subordinates.

This process aims to address high employee turnover ratio and at the same time managers will learn to give respect to their subordinates since they know they are also being evaluated by them.  <Not new>

Senica, Carlo Phillip

SPENTREP - S09