Building and sustaining a truly employee-first organisation begins at the top. However, as this trickles through levels to reach the junior-most employees, mid-level managers will possibly need the most amount of support in creating such a culture.
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The purpose of transfers is to stabilise employment in the organisation. Transfers should be made as a matter of policy after an employee has stayed on a job for a specified period. Such rotation from one job to another serves as a tool for developing versatile workers.
The increasing prevalence of Gig talent as a necessary part of organisations talent continuum will further accelerate the evolution of the Performance and Rewards landscape in a direction where it is technology enabled, data driven and progressively customizable to an individual level.
It is one thing to condemn a system and criticise it for its dysfunctionality; it is a different thing to offer a viable option that guarantees success, especially to a system that has been deeply rooted.
Ideal assessments should include 360-degree feedback alongside continuous manager-employee check-ins, appreciation & recognition moments spread year-wide, and inclusive performance reviews.
