Nachiketas currently heads Multiversity Group, founded in 1998, at the threshold of the new century, to advance the application of Information Technology in the areas of Education, Governance and Services. Multiversity develops Inside Out Transformation solutions for Startups, Corporates and Government Agencies covering everything from Branding, Go to market strategy to Learning Solutions. Multiversity builds websites, apps, AR, VR, gamified solutions which have benefitted 200+ brands across the globe, impacted 15 Million Learners through its L&D programs and won multiple national and international awards while being rated in the Top 5 agencies in India for Branding and other solutions.

Here are his key experiences in the industry in relation to the current COVID-19 pandemic and WFH situation.

What is the impact on employee performance in the pandemic situation?

Initially, the momentum was very good. It was like a dream for most of the staff members to work from home, hence the performance across the teams was excellent.

After one month, the performance of a few staff members started dipping due to the increase in COVID cases, being locked down at home. Few staff started getting demotivated due to cases around them, in the family, etc. It was a tough time for Managers –  to handle client pressures, deal with behavioral issues of the team, and meet deadlines.

Have you taken any proactive measures to maintain employee performance?

Yes, as soon as we noticed this, we decided to start to increase virtual staff engagement activities. We started a dedicated time based Friday fun activities system – Quiz competitions, Gratitude session, Quarantine diaries, playing fun games, etc. We encouraged Virtual Coffee/Tea meetings – a casual conversation, just like they would enjoy talking with their peers during tea breaks and water cooler joints.

 We also increased the Virtual  Staff Recognition Programs to recognize individual efforts and team efforts. We strived to not miss a single contribution which was worth appreciating.

 Quarterly reviews were planned in the office. Staff members were asked to come down to the office for the reviews. We ensured all the star performers were acknowledged for their contribution.

Will there be any changes to existing appraisal methods? Process & Frequency?

We will be continuing with our existing quarterly review process. We also have regular check-ins and Manager meetings in case we have any issues to address.

Do you think formalizing feedback and/or regular performance check-ins will make a difference?

Yes. A strong feedback mechanism is always a proven system for corrective actions and improvements. By regular performance check-ins, we give clear messages to staff as well as expectations from them.

We also conduct the Gallup Survey every 6 months. This also an  effective tool to understand any issues leading to staff disengagement.

With employees and managers all away from each other, what steps are being taken to ensure clarity on work objectives/goals and their priorities?

We introduced the OKR system ( Objective Key Results) across the organization during this pandemic. This gave clarity to everyone about their work and monthly goals.

Monthly meetings at office – new projects, existing project reviews.