Like many companies, we have an annual performance review of employees. At the beginning of the financial year, KPAs, goals, targets are mutually agreed. There is quarterly review of performance followed by annual review. Employees are rated on predefined performance criteria on a scale of 1 to 5. Subsequent to rating, we wanted our line management to rank employees against each other in order to have ranking order. Line management is not inclined to ranking, for obvious reasons. Is there any way to know if ranking is the right approach for our performance management?
— Really Clueless, assistant GM, manufacturing, Hyderabad, India
How could we get managers to influence employees?
— Not Influential Enough, director of human resources, manufacturing, Kerala, India
I’m wondering about strategies to turn low-potential employees into high potentials. How often is this done and are there any best practices?
—What About the Also-Rans? OD specialist, software/systems, Washington, D.C.
How does management style affect someone’s ability to lead? We’re wondering if we should promote people with certain styles of leadership (autocratic, democratic, laissez-faire).
—Always in Style, office coordinator, government, Washington, D.C.
We've completed our skills gap analysis and competency profile - but we can't find enough good candidates in the job market who have the right skills. Now that we have all this information, where do we go from here?
— Only Half the Problem, HR consultant, Nairobi