"" Case Studies - UPRAiZAL

Case Studies

A manager has chosen resources for a new project who are best performers within their individual teams. As organization was following bell curve model for performance appraisal, the company forced the manager to have a certain percentage of resources at the top, certain percentage at the bottom and a large swath in the middle. As a result, the manager has to rate the employees in such a way that they will fall in specific gradients just for the sake of bell curve requirements despite being sure that they have all performed the same. Effectively, the manager has been forced to rate the bottom 10% to get a low rating, creating “losers” in the group. So even if team is of all high performers, someone is still at the bottom.

UPRAiZAL helps organization to move away from the traditional bell-curve driven year end appraisals by providing continuous ongoing TASK assessment solution to derive year end appraisal as an accumulation of the task ratings earned throughout the year. In the above case, as all the resources performed well, they would be rated at par rather than being force ranked to have someone tagged at the bottom.

Helen who took maternity leave for 3 months was performing very well in the previous quarter. However, her performance after long leave was not up to par. Within a month the performance had returned to its previous high level, but the manager’s opinion remained the same that the Helen’s performance was adversely affected by the initial negative impression and Helen has to suffer as manager has rated her being judgemental. This tendency of a manager to make initial positive or negative judgement of an employee and allow that first impression to color or distort later information is common in most of the organizations.

UPRAiZAL helps organizations to have fair and realistic evaluation ON THE CURRENT TASK, and supervisors have the scope to provide more relevant and legitimate comments. In the above case, the employee’s tasks performed prior to her maternity leave would also have been assessed then & there in that quarter, and later, once her performance came back to speed, that would also instantly get recorded. The eventual review/assessment turns out more accurate rather than just a process of clicking on a bunch of canned numbers.

back to top