Absence of a performance evaluation system | india | Hindustan Times
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Absence of a performance evaluation system

This most often means that those who curry favour with the boss, run personal errands, receive the boss at the airport and carry his/her briefcases, for him, send gifts to the boss's house are the one's who are rewarded handsomely. So if you are one those who does the work the company pays him/her to do, is polite and friendly but not ingratiating, think before you join such an organisation.

india Updated: May 05, 2006 16:58 IST

This most often means that those who curry favour with the boss, run personal errands, receive the boss at the airport and carry his/her briefcases, for him, send gifts to the boss's house are the one's who are rewarded handsomely.
So if you are one those who does the work the company pays him/her to do, is polite and friendly but not ingratiating, think before you join such an organisation.

For you will get by if you get by at all while the boss lords it over, dispersing ‘goodies’ on personal whims, not as they are deserved. No questions can be asked.

No answers need be given. And in jostling for a place in the sun, politics is rife and real work and contribution is forgotten.

If the initial selection process is right, if increments and promotions are based on performance and merit rather than favour, then you will probably be lucky to have a boss who is more intelligent and more diligent than you. Someone you can learn from.

Every interaction in life should make you a better person in some ways. The boss, with whom you will necessarily have a large amount of interaction, must be someone who contributes to making a better person of you. If this is not the case it will be a problem.

The boss will suffer from insecurity because he/she has to interface with a subordinate who has a better mind and higher qualifications and works harder.

He/she will make up for this sense of insecurity by playing the political card. Talking poorly of you behind your back, projecting a poor image of you to top management who have limited direct contact with you, pretending sole authorship for your reports and ideas, using all means fair and foul to retain you as a useful aide at his will and pleasure.

We cannot choose our relatives — but most times we can choose our bosses, if the wrong boss has been thrust on you, bide your time and wait for his transfer or work for your own move, within or outside the organisation. Otherwise, you will be inviting problems.

The presence of a weak boss — low in intellectual capacity, in putting his shoulders to the wheel, in levels of personal integrity — can only be a catalyst in the creation of an unhealthy political climate in the organisation.
Manager to CEO by Walter Vieira, Published by Response Books