No overperformance please
This one belongs to the believe-it-or-not category.
An employee of a well-known multinational in KL had a chat with me recently. He knew I had done some talent management work before and wanted my opinion on something.
He said he had just completed his annual performance review and scored the maximum points possible for his core KPIs (key performance indicators) but he’s not happy. I asked him why.
He showed me a copy of his performance scorecard, appraised by his boss. True enough, he scored mostly 4′s which was the maximum on their performance scale.
So? I asked him.
Look again, he said. So I looked real hard. Then I saw the problem.
Here was the scoring plan, paraphrased.
Meets < 31% of KPIs – 1
Meets 31-50% of KPIs – 2
Meets 51-80% of KPIs – 3
Meets 81-100% of KPIs – 4
There is no 5.
According to my friend, he exceeded some targets by as much as 50%. He worked damned hard. But they rated him a “4″ anyway.
Considering that his salary increment was going to be calculated off his raw score, I can see why he was pissed.
Okay, there was some space at the bottom of the scorecard for the boss to comment and right there, his boss wrote this down: “A good, resourceful employee.”
This was an American MNC, established at the turn of World War 2, whose system seemed designed NOT to recognize overperformance.
I was speechless.