PM goes a long way in developing better individuals
Asha Poluru is the Chief – People Experience at Altimetrik.
Previously, she has worked in HR Leadership positions at United Health Group & IBM.
For more information on Altimetrik, visit
In an exclusive interview with GroSum Performance Management eMag, Ms. Asha Poluru, Chief-People Experience, Altimetrik, stated that Performance Management goes a long way in developing better individuals.
How important is Performance Management (P.M.) in today’s high-flux organization?
Performance Management will always be important in organizations and more so now. With the workforce largely comprising of Gen X and Gen Y, having a strong performance management system that is simple and built on principles of continuous feedback and team outcomes is essential
How does P.M. actually help companies like yours?
Performance management goes a long way in developing better individuals, fostering teamwork that directly leads us to achieve our organizational objectives. Our system encourages continuous conversations around the year, that allows us to leverage the strengths and at the same time working on development areas through multi-prong interventions
What are the key gaps in current industry practices in managing employees? performance?
The industry is yet to take cognizance that conventional performance management systems are no longer effective. A few companies in recent years have made a conscious shift from conventional performance management systems. The current workforce is well informed and also has shorter tenures, thus, doing away with the following gaps will help organizations:
1. Annual Performance Assessments: Do away with annual performance assessments. Introduce round the year small conversations focusing on incremental feedback and development areas than waiting for a mid or end of the year feedback. This is seen to be more effective for the generation wanting “Instant gratification” and immediate feedback in every aspect of their lives
2. Bell Curve: Do away with the bell curve. Each individual and the needs of team/department/function is different and we must recognize the overall contributions and strengths and not force fit them into a bell curve
3. Intuitive & User-Friendly Interfaces: Investing time and effort on building employee friendly interfaces which are easy to use through multiple channels (eg: mobile based) will help drive usage effectively
4. Aspire To Inspire: Timely encouraging and positive feedback can as inspirational and reassure employees
How many employees in your organization & how are you managing their performance?
2300 employees worldwide. Our performance management is evolving and is largely based on the above principles
What makes a really effective P.M. programme? Any best practices to share.
Breaking the mold of a conventional performance management system.