Jaidip Chatterjee is a seasoned Chief Human Resources Officer with over 23 years of experience driving HR strategies, organizational development, and change management across diverse sectors and geographies. Currently leading the HR agenda at Reliance Infrastructure, he impacts over 20,000 employees across Asia by fostering high-performance cultures and aligning talent strategies with business growth. A champion of technology-enabled HR practices, Jaidip has successfully facilitated leadership development, cultural integration during M&A, and talent acquisition for senior leadership roles, all while building a strong employer brand.
With a rich sectoral background spanning manufacturing, GCC, BFSI, consulting, and infrastructure, Jaidip has held leadership roles at SREI, Accenture, and Standard Chartered Bank. Armed with an MBA in Personnel Management from XISS and an M.Com from Calcutta University, he continues to collaborate with regional and global HR teams to design people-centric practices that support business objectives and create a thriving workplace.
In this Interview, Jaidip Chatterjee shares his take on current & future Performance Management practices:
Can you share a success story where innovative performance management practices led to significant improvements in your organization?
In today’s fast-paced business environment, traditional performance management systems often fall short in fostering employee growth, engagement, and alignment with organizational goals.
Adopting real-time continuous feedback, shifting from the traditional annual performance review to ongoing performance conversations, Quarterly setting of OKRs (Objectives and Key Results) has helped to transform the performance management system.
This approach has resulted in significant improvements in employee engagement and productivity, setting the stage for sustainable success and growth in the years ahead.
How do you address disengagement or low morale among employees?
Tackling this issue effectively requires a multi-faceted approach that focuses on rebuilding trust and fostering open communication. Listening to employees’ concerns and creating platforms where they feel heard can significantly improve their sense of belonging. Providing meaningful and challenging work that aligns with their skills and aspirations keeps employees engaged and motivated. Supporting employee well-being through initiatives like flexible working arrangements, mental health programs, and recognition efforts can show employees they are valued beyond their productivity. Additionally, cultivating a culture of recognition and empowerment, where achievements are celebrated and contributions are acknowledged, creates an environment where employees feel appreciated and inspired to give their best.
How should the managers be trained to conduct effective check-ins that drive performance and development?
Training managers to conduct impactful check-ins involves building a foundation of skills, strategies, and the right mindset. This includes teaching managers how to set clear expectations so employees have a clear understanding of their goals and how their work contributes to organizational success. Active listening skills are crucial, as they enable managers to truly understand employees’ challenges, aspirations, and feedback. Managers should also be trained in providing constructive feedback that is specific, actionable, and balanced, ensuring it motivates employees while addressing areas of improvement. Encouraging accountability by collaboratively setting goals and tracking progress helps employees stay on track and feel ownership of their work. Leveraging technology to facilitate structured check-ins, track progress, and document insights can enhance the efficiency and consistency of these conversations. Finally, managers need to understand the importance of flexibility and adaptability, tailoring check-ins to individual employee needs and styles. With these skills, managers can foster a supportive and high-performing team culture.
Can you discuss the importance of real-time feedback in today’s fast-paced work environment?
In today’s fast-paced work environment, where change is constant and priorities shift rapidly, real-time feedback has become an essential tool for success.
Unlike traditional performance reviews that occur infrequently, real-time feedback enables employees to receive immediate guidance, allowing them to adapt quickly, improve continuously, and stay aligned with organizational goals.
Real-time feedback is crucial to enhance agility and responsiveness, promote continuous improvement and improve efficiency. It aligns employees with organizational goals and fosters stronger relationships between managers and employees.
What skills do you think HR leaders will need to navigate the future landscape of performance management?
As the workplace continues to evolve, driven by technological advancements, shifting employee expectations, and the need for greater agility, HR leaders must adapt to new challenges in performance management.
The traditional models of evaluating and managing performance are giving way to more dynamic, data-driven, and employee-centric approaches.
To successfully navigate this future landscape, HR leaders will need to cultivate a diverse set of skills that blend strategic thinking, emotional intelligence, and technological expertise.
The skills HR leaders will need are Emotional Intelligence (EQ), Coaching and Development, Agility and Flexibility, Tech Savviness and focus on the employee experience.