Vijay Kuppa is one of the founders of Oro Wealth. He is responsible for driving the daily operations of the company. He also works closely on generating business and building the right pool of partners for Oro Wealth. Vijay has worn multiple hats during his 2.5-year journey with the company.
Prior to taking the entrepreneurial plunge, Vijay had 6 years of investment experience in equity and fixed-income markets. He was working with Larsen & Toubro Ltd. (Mumbai, India) as AGM, Treasury, where he was managing a $1.5 bn investment portfolio, focused on the Indian markets.
Vijay has an MBA from IIM Ahmedabad and a degree in Chemical Engineering from IIT Bombay.
How important is Employee Feedback in today’s high-flux organization?
Working without feedback is similar to starting an important journey without a map or signposts. You may have a solid sense of way forward, but it may not be enough to keep you on that path. Without a proper feedback, employees can tend to either be overly self-congratulatory or overly self-critical. This is because they are relying on events rather than specific feedback to measure their performance and impact. I feel that Employee Feedback is the most powerful, inexpensive yet, most highly under-appreciated management tool at our disposal. Feedback is very critical in the overall functioning of the business as it helps employees get on track and serves as a pathfinder to help them to understand how they and others identify their performance.
Feedback can also be very energizing and motivating. It has strong connections to the overall productivity and satisfaction of the employee. With a feedback session, they get a sense of belonging towards the organization that wants to hear from them.
How is Employee Feedback done in your organization? What are the challenges you face?
We do regular one on one meetings with each team member. We also have a documented review of their performance and their inputs on the way their role is moving forward. We put in growth metrics for each team member so that their personal development is also taken into consideration alongside the value that they provide to the company. There are no challenges as such. It is a smooth process.
How does feedback help in Employee’s Performance development & fulfilling the organization’s goals?
Our feedback sessions have opened up a strong line of communication amongst all of us. Each one of us knows their role in the journey and appreciates the contribution by their colleagues. Yes, we do have a hierarchical structure for our company, however, that doesn’t limit any of our employees to voice their opinion and inputs about any situation for which they feel they can contribute. With such strong and open communication, the work environment is healthy, playful, yet highly professional.
In our individual review sessions, we give our team members personal goals to achieve both from self-learning perspective and the responsibilities that they have. We review these personal goals periodically. This acts as a catalyst towards their personal and performance development.
How according to you can the feedback structure be made more effective so as to make business more productive & efficient?
The feedback structure needs to be problem-focused and it needs to be specific. It maintains that an open line of communication that enables feedback (both given and received) is incorporated constructively. It shouldn’t just remain as a plain text on those emails/forms!
