Appraisal season returns
Picture this: the financial year is coming to a close and you’re struggling with a looming pile of work, all of it marked—no surprises here—URGENT. Then that familiar reminder from the HR team pings in your inbox, prodding you to finish mapping your achievements against your goals to complete the appraisal process. You decide to bite the bullet and open a new document to note down highlights from the quarters gone by and… promptly forget every single thing that you have done that year. It won’t be a stretch to say that in this state of deadline-fueled panic, some of us almost forget what we do for a living.
Well, at TCS, we’ve got your back. In the spirit of Living Agile™ (and to make sure you don’t miss recording any memorable wins from the year gone by), we moved to a continuous feedback-based performance management process as early as 2017. Today, close to 60% of our over half-a-million-strong workforce has embraced this model as a way of life.
Taking feedback forward
In 2021, this appraisal model was formalized by the TCS Performance Management team and given the name Feedback to Feedforward. Set up as a collaborative cloud-based platform, the model provides our workforce a holistic view of their performance in real time, covering all the parameters that are integral to an employee’s overall performance and career progression in the organization. These parameters are categorized into four interdependent areas: compliance, development, engagement, and feedback. Together, they form a complete circle that provides a holistic overview of individual performance in alignment with organizational priorities.
This means employees get a snapshot view of their achievements as well as areas for improvement. Since this platform is based on the principles of agility and continuous feedback, it gives employees an opportunity to carry out course correction, if needed, in real time, without a dependency on managers to initiate the same. To supervisors, the platform provides analytics and insights ranging from the descriptive and diagnostic to sentimental and predictive. It gives them early indicators of performance and helps them make actionable plans to improve upon the same.
Appraising the appraisal system
If the Feedback to Feedforward platform had to talk about its performance over the financial year gone by, what would it say? Well, to begin with, it would talk about the intelligent and automated goal-setting process it triggered, which led to over 200,000 performance goals being auto-suggested and half a million appraisals auto-initiated. These goals were in step with our focus on continuous digital skilling, reskilling, and upskilling. Also auto-captured were attributes such as compliance to organizational policies, awards, appreciation, and engagement. This process was mass-personalized for our workforce spanning 55 countries and 150 nationalities.
Breaking down the performance of this platform by numbers, here are some key highlights. With over seven million goals set so far, 18 million feedback conversations have been captured. Over 80,000 unique queries have been resolved through an AI-enabled chatbot, and more than 67,000 hours of manual effort have been saved. What’s next on the cards? Rolling out our performance management expertise to customers worldwide.