The promotion nominations had started two weeks back in our organization. The budget numbers given for our manager's portfolio were very low. As a result, we had to cut back on many nominations for deserving candidates.
Me and my peers fought hard to push in our nominees. We might be friends, but when it came to our respective teams, all of us felt that the candidates we had nominated were better than the other candidates. Why do we have this tussle every year? Each associate works in a different environment, with different client needs. We cannot use the same scale to compare two good candidates.
We had even discussed this with our senior management team. We tried to make them understand that retaining good employees is a better strategy than letting them go and hiring laterals from the industry. They empathized with us but told us this is how it must be done. We cannot change the policies.
The HR are quite intelligent people in the whole organization. They drive these policies but they will not take accountability for any of them. They would provide the budget numbers but will not take responsibility for the nominations. The responsibility and the accountability fall on the delivery managers although they have absolutely no power to change the policies. Pretty weird, huh??
The sad part is most of the times, we don't provide opportunities to associates to grow since we need to align to our client needs who are technology driven.
Then what do we do, adapt as an organization. We need to change the way we promote, appraise our associates. Unless we do that, it is going to be a big struggle to retain good talent.
Sometimes, you have many good people all of them who are equally qualified to be moved to the next level but cannot be promoted due to the budget limits. The vice versa happens as well.
I still regret the one nomination I had to give many years back. The associate was not qualified to move on to the next level. She was technically not strong, and was a reason why others in the team spent a lot of time in the cafeteria rather than doing work. I was asked by a person from the leadership team to nominate her. I did not want to do it but had no other go. He thought she was talented when we all knew that it was a facade. She was lucky. I will give her that. That year the process was very easy and almost everyone who was nominated got through. She did get through as well. I still repent for the mistake I had done every time I see her around.
Coming back to the present, me and my colleague are pitching for our respective candidates. We are waiting for the final results :)
Me and my peers fought hard to push in our nominees. We might be friends, but when it came to our respective teams, all of us felt that the candidates we had nominated were better than the other candidates. Why do we have this tussle every year? Each associate works in a different environment, with different client needs. We cannot use the same scale to compare two good candidates.
We had even discussed this with our senior management team. We tried to make them understand that retaining good employees is a better strategy than letting them go and hiring laterals from the industry. They empathized with us but told us this is how it must be done. We cannot change the policies.
The HR are quite intelligent people in the whole organization. They drive these policies but they will not take accountability for any of them. They would provide the budget numbers but will not take responsibility for the nominations. The responsibility and the accountability fall on the delivery managers although they have absolutely no power to change the policies. Pretty weird, huh??
The sad part is most of the times, we don't provide opportunities to associates to grow since we need to align to our client needs who are technology driven.
Then what do we do, adapt as an organization. We need to change the way we promote, appraise our associates. Unless we do that, it is going to be a big struggle to retain good talent.
Sometimes, you have many good people all of them who are equally qualified to be moved to the next level but cannot be promoted due to the budget limits. The vice versa happens as well.
I still regret the one nomination I had to give many years back. The associate was not qualified to move on to the next level. She was technically not strong, and was a reason why others in the team spent a lot of time in the cafeteria rather than doing work. I was asked by a person from the leadership team to nominate her. I did not want to do it but had no other go. He thought she was talented when we all knew that it was a facade. She was lucky. I will give her that. That year the process was very easy and almost everyone who was nominated got through. She did get through as well. I still repent for the mistake I had done every time I see her around.
Coming back to the present, me and my colleague are pitching for our respective candidates. We are waiting for the final results :)