Gossip and its impact on the performance management system

Gossip and its impact on the performance management system

Introduction

In any organization, there are two types of people who work and those that do not. The more you can work in three categories - high-performance, average performance and poor performance are classified. We have training tools and methods to improve the performance of our people and move them into the category of "average performance" to "high performance". Those who do not work, notDirectorate General for them and they are the "Gossip Mongers known" (The Chamcha's). The growth of these race Chamcha is on par (if not more) with high efficiency. Why? And 'this is what we call management "performance"? Where are the human resource managers and human resource policy? Until now, until I tried to address these problems.

Who are these "Gossip Mongers"? How can you identify? Are you one?

Here are the features of "The Chamcha's":

1) In general, to see these people in the cab of his head.

2) If you are in the office or in town ... Find employment ... demand with the leaders.

3) Over the weekend, you can also see these people in the homes of their leaders.

4) Are you the one who knows all the little things on their heads bit '... for what we eat? Her favorite clothing ... Color ... Hobbies ... etc. etc. etc.

5) On Monday morning the first thing to do is ... to share with themThe leaders of what they did during the weekend? When I went to the picnic ... so ... and with whom, where, when I went to the cinema ... Cinema ... ... etc. etc. etc.

6) The following are not team players. They just work ... things that are attributed directly by their employers.

7) In any case, decide to work ... to make much noise.

(Do you remember a different quality?)

Why and how harmful?

Some of you may remember that these people arenot harmful, and not worry. But this is a behavior as human or the human psyche. If someone tells you to start your head ... very often and very often ... you like or who are the first ... Your boss can not ignore ... But little by little began to believe. This is the same way, works in advertising ... "... At one point to bear attacks, which wants to buy." This tactic is more harmful, XYZ, based on the same site as their leader and Chamcha.

IfTimes of Bollywood movie ... 'Omkara' ... This happened to Omi (Ajay Devgan) ... If Längd Tyagi (Saif Ali Khan) has performed his tricks.

Who is responsible?

Of course, this is the responsibility of managers, but stop ... who promote these things in Office. I am so happy with their status as "His boss, look no further. ... For their functions, leadership as a coach or mentor only" theory. The problem is acute with "new" or "First TimeHeads. ... You are insecure at the top, they know things like "Who said anything about what they are when they are there?" What conversations and their subordinates to think of them? These habits ... "Office Politics."

When next time ... Call the boss in his cabin and say: "I have heard or that" ... You should know where they came from. I remember an incident like this, there was a problem with a salary of our staff and I was happy to have shared this ...with one and only one of my colleagues and the next ... My boss gave me a lecture on the topic. He knows almost all the time ... the person behind.

The valuation day

1. The Chamcha all get what they want.

2. The high performance ... demand what they want.

3. The interpreter is something the average American ... a prize and a warning.

4. The average yield of less than getting nothing ... few hazards, and some tears.

Solution

To counter this phenomenon, asThe culture and practice in the business world, smart people and thinkers ... things like the proposal ... 360 ... 270-degree appraisal systems. People like ... It is also proposed for the order and regularity "of management performance "..." HR Metrics ... but these things have not gone through this kind of test is estimated chacha and not dramatically and drastically in this region. We are used to ensure "that the culture of cheerfulness and butter", which are not fromit.

The leader ... what you think. They must show their "raison d'etat" and "quality of leadership." You have to be sure ... what they do and believe. You should also ask if this person (Chamcha) has proved its power .. . to eliminate its position on damages and that these people are not comfortable to use.

The leader of the truth ... if they want to remain at the head and grow a company "Leaders "..." Coaches and mentors. ... Without doubt, bring us a lot ... but firm "entrepreneurs "..." management gurus" ... and mentors

Conclusion

If not all the time, but especially ... Human Resources Department deals with gossip. In fact, the Center for political office. If the people at ground level to a lower level ... ... with the categories below ... share with someone in Human Resources Department would like to ... then this is the reason. There is talk of declineLoyalty of employees "and" employees' trust "... If this is the "corporate culture" ... and if so, how to evaluate employees ... If these are the parameters for production management ". .. These sentences (employee loyalty) ... remains an important dream. Employee performance can be handled by sitting in rooms with air conditioning. There are N number of factors are taken into consideration ... the need to manage the performance of their employees.

Have a thought forand share your views, opinions and observations.

Take care of yourself.

Have a great day and enjoy.

Regards

Sanjeev Himachali

(Mobile: 91-9876328841)

(E-mail: ss_himachali@yahoo.com; sanjeev.himachali @ gmail.com)