Mathew Kadavan, HRBP, Nissan Digital India LLP

Mathew Kadavan, HRBP, Nissan Digital India LLP

Mathew Kadavan is an HR professional with over 9 years of corporate experience in managing human capital with expertise in the areas of Talent Management, Performance Management, Reward & Recognition and HR Automation.

He is currently working as an HRBP at Nissan Digital India LLP.

In this Interview, Mathew shares his views on the different aspects of Performance Management:

How does Performance Management actually help companies?

Performance Management is vital to understanding whether the business is on the right path and whether our employees need any developmental interventions. Performance management can also be used for increments and promotions.

What are the key gaps in current industry practices in managing employees’ performance?

The gap that I have observed in PMS is focusing on the numerical outcome of the performance management process. A number cannot be a deciding factor to brand an employee as a Good, Average or Poor performer. However, it should a factor to understand the developmental interventions that need to be implemented for an employee to scale up. A high performer should be made an example so that others are inspired.

What according to you is the ideal way of managing an organisation’s performance?

To me, an ideal performance management is when the performance discussions are continuous and employee-led.

What makes a Performance Management programme really effective? Any best practices to share.

Transparency – this can single-handedly change the perspective of PMS. Transparency in terms of clear goal setting, fair reviews and outcomes. Lack of transparency will result in the performance management process being considered a ‘tick mark’ activity. However, a transparent process will make it effective where all the parties involved will focus on ‘Developmental Discussions’.

What are the ways to ensure that post a feedback session, negative feelings like vulnerability or frustration do not set in among the employees?

Such emotions are inevitable. However, they can be managed. Effective management of such negative emotions involves transparency, defining a clear outcome of the process and WFIM (what’s in it for me).