Anil has been in the area of coaching & personal transformation for over a decade & has trained/coached over 15,000 people from across 15 nationalities including but not limited to Americans, Australians, British, Canadians, Dutch, Egyptians, French, German, Spanish, South Africans & many more.
In 2011, he quit his lucrative, cushy & high paying, successful career of IT to get into the profession of training and coaching. Since then, he became one of the top NLP trainers in the world. He gained a global trendsetter status when he became the 1st NLP trainer in the world to get an NLP certification training to be approved by International Coach Federation (ICF) for life coach certification training.
Since then he has been a trainer and a coach to many CEOs of large companies as well as Managing Directors and business owners of several large and SME organizations.
How important is Performance Management (P.M.) in today’s high-flux organization?
We live in highly volatile economic, social & technological environment. It is no longer survival of the fittest. It is now survival of the fittest and the fastest and the best. You either grow & thrive or you are obsolete. Undoubtedly, PM is crucially important during these times.
Whose responsibility is Performance Management?
I think the question to ask is whose responsibility is it not. And the answer is – none. In other words, it is everybody’s responsibility. Traditionally, Human Resources function has owned the implementation of a PM system. However, HR can be an administrator of the PM system. It is the business functions that needs to own the PM system.
What are the key gaps in current industry practices in managing employees’ performance?
The key gap is that PM systems are obsolete. They were designed during the industrial era where the workforce was deployed in masses and the workflow was repetitive and the need was to follow standards and systems. Today’s environment is different. Bucking the norm is the norm. How can systems of a bygone era serve the needs of this one?
Other than better pay or job roles, what are the main reasons why people change jobs?
In my opinion, the only reason that people leave their jobs is because they do not find fulfillment in their work. They join other organizations thinking they might seek and find this fulfillment there which may or may not happen. Organizations that have a strong focus on creating an environment where each employee feels fulfilled, have shown miraculously low attrition rates.
What makes a really effective P.M. programme? Any best practices to share.
Since the business is about being the fittest, the fastest and the best, the PM practices must ensure that the rewards and recognition happen as fast as the business moves. The annual appraisal or even semi-annual / quarterly appraisals must be scrapped. What makes most sense in today’s business world is to have transactional PM. Each business win must be appraised and rewarded – instantly. Waiting for a year is far too long.