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Innovate PMS –From our Customers’ perspective
R.Ramesh Kannan
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Know Your Customer-Gen Y
We don’t get it!! (Modernize your Reviews, Revise the Conventional Process) Be open & objective !! (Clear targets with transparent Feedback mechanism for smart career development) Recognize and Reinforce!! (Immediate & instant recognition modes) Connect with us!! (Instant feedback mechanism)
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Performance Partners: RAVE for PEP among Gen Y
PERSONAL EXCELLENCE PROGRAM Performance Partners: RAVE for PEP among Gen Y Developer Write great code (reduce defects) Tester Do great testing (catch more defects) Superior Delivery Client Delight Shareholder value Go granular- “Personal Excellence” Outcome orientation-Focus on “what” than “How” Make it objective & Transparent-Metrics/Dash boards(Self manager) Instant feedback and recognition- Project level town halls-Monthly-Display metrics & Recognize excellence Support frame work- Training, E –learning, Micro blogs, Social media Help customers to manage their performance- Support them without removing responsibility
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Transition in PMS for High performance
High Performance Delivery HR-THE TRUSTED ADVISOR/CHANGE AGENT Encourage transparency & training in the feedback mechanism for employee engagement and business deliverables. HR-AN APPRAISAL COP Appraisal paperwork freak & automation spree with no training(managers/employees) as a annual ritual.
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Customers as Teachers<-> Radiate than cascade
Young Leaders (Learning from mistakes) as performance facilitators in steering regular experiential training sessions on managing performance & feedback The sessions started initially top driven and now bottom up. To cover frontline managers and then all employees. High Connect, engagement, creating a culture of high performance through a “ teaching organization”
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Man U (one of the best soccer teams in the UK) set to sign 16 Year-old player Adnan Januzaj
Enable greater responsibility on the individual on own career growth Clarity on performance for objectivity and better leadership model Build a sustainable engagement model with our clients Our goal is to fill 75% of leadership positions from within this year, compared with 65% last year
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