Ambika Wadhwa is a seasoned HR leader with extensive experience driving business growth and transformation through innovative people strategies. As the HR head at Campus Activewear, a leading footwear company in India, she managed HR functions for over 12,000 employees and played a pivotal role in the company’s successful IPO. Her career spans prominent organizations, including Uber, Reliance Brands, Rocket Internet, and Sangam Ventures, where she has led HR teams across various sectors such as retail, technology, and consumer industries.
Currently serving as the CHRO at Gourmet Investments, a Bharti venture, Ambika leads HR for brands like Pizza Express, Chili’s, and P.F. Chang’s. With a passion for mentoring women and children, she has also worked with self-help groups nationwide, contributing her expertise to social causes.
In this Interview, Ambika Wadhwa shares her take on current & future Performance Management practices:
How has your approach to performance management evolved over the years?
In the past, salary adjustments and performance evaluations were handled together in a single conversation. However, we’ve recognized that separating these discussions is a more effective approach. Now, compensation is addressed in one meeting, while performance feedback is provided in another. This change allows us to give each area the focused attention it deserves. Compensation is now determined based on the specific role and contributions of the employee, ensuring fair and appropriate pay. By discussing performance feedback separately, we enable employees to fully engage with their development goals without the distraction of salary-related issues. This new approach is designed to help our employees grow and excel, with clear feedback and fair compensation as the foundation.
What metrics do you use or think are the most effective in measuring employee engagement?
Effective employee engagement measurement relies on a combination of tools like engagement scores, pulse checks, happiness barometers, sentiment surveys, and exit interview feedback. Engagement scores provide a broad overview of how connected employees feel to the organization, while pulse checks offer real-time insights into their current sentiments. Happiness barometers and sentiment surveys dive deeper into specific aspects of job satisfaction and alignment with company values. Exit interview feedback, although gathered at the end of employment, gives honest reflections on what could be improved.
When employees willingly participate in these feedback mechanisms, it demonstrates their commitment to the organization’s success. Their involvement highlights a desire for growth and positive change, showing a clear level of engagement and interest in contributing to a better workplace.
What are some common challenges you think exist with feedback processes, and how do you recommend overcoming them?
To overcome these challenges, it’s crucial to establish regular feedback intervals, foster an environment that encourages open and honest communication, ensure feedback is constructive, and set clear expectations for follow-ups.
Do you think there are benefits in having regular check-ins compared to traditional annual reviews? How?
Regular check-ins provide numerous benefits compared to traditional annual reviews. Continuous feedback offers real-time insights into employee performance, enabling immediate adjustments and ongoing improvement. This consistent tracking helps employees stay aligned with organizational goals and reduces the uncertainty that often accompanies annual reviews. By offering frequent opportunities for discussion, regular check-ins also create a more supportive work environment, helping employees adapt to changes more smoothly and lowering anxiety about their progress. Ultimately, this approach fosters stronger employee engagement and retention by ensuring that employees feel guided and valued throughout the year.
How do you foresee the role of artificial intelligence and machine learning in performance management evolving?
AI is set to transform how we handle feedback and talent management by making these processes more fair, efficient, and forward-looking. By analyzing data objectively, AI helps to eliminate personal biases, ensuring that feedback is consistent and based on clear, measurable criteria. It also streamlines the feedback process by automating tasks like scheduling and real-time performance tracking, which speeds up feedback cycles and reduces the administrative load. On top of that, AI’s ability to predict future talent needs allows us to better tailor development programs for top performers and anticipate roles that align with industry trends. Overall, integrating AI into these areas helps create a more equitable and effective approach to developing our employees.