Phase 1 – Initial 6 months
Employee – Last 2 weeks have been hectic.. and I don’t think I will get a breather till next week… Once the pilot is over, I can concentrate on the minor automations that are pending.. I am happy with my process.. Manager is very helpful. Colleagues are cool. A challenging atmosphere is always there. I have to ensure I work hard for the next 6 months to get promoted.. Promotion….next level of hierarchy..increase in salary… which will ensure I get a better salary in a new company.. My dreams will come true…
Manager – I am impressed with this guy. Full of commitment.. His pro-activeness has helped my team get yet another appreciation from the client. The only thing which I need to improve on him is his interaction with other process guys and departments… If that is done, then I am sure, nothing is stopping him from promotion.. But, he has to be free from the daily work…
CEO – So many processes are coming to us… how am I going to manage these… and I suppose another 450 HC project is on its way… This will have to be deployed in the new facility… Governance should have to be set in place to ensure regular audit checks… I will have to set up a workflow which tracks the errors committed by my guys… and will have to speak with the HR head to increase the budget for appraisal…
Phase II - Panel
Employee – This is it… the moment that I was waiting for.. I can’t leave any stone unturned..hmm.. I know the bench calculation.. SLA… different departments in the company… turnover…is anything left?? I heard that this time CEO himself will take interviews and select the guys…. I have not interacted with him yet… for that matter not with any senior manager who is not from my vertical.. There was so much to do in my department… What could I do? I guess, my manager will take care of it…
Manager – I have taken a mock interview of this guy… he handled well… was confident from the start and gave answers to all process related questions..I am just worried what would CEO asks… I have given him all the training and guidance that I could give.. Now it’s in his hands..
CEO – 18 nominations!! And I have got 4 seats…The guys whom I have interviewed are good.. and their managers want everyone to get promoted… which is not possible… I will have to pick the guys myself.. based on my previous interactions… There is no other way.
Phase III – Appraisal
Employee – I am not interactive… That’s the reason I am not selected… Can you believe it? For 6 months, I work round the clock, ensure that deliverables are sent on time, make no errors, and my manager is saying that I have to be interactive!!! He said that this was the feedback given by the CEO.. How could he just listen to such crap? Why didn’t he argue? What am I supposed to do now? Slog and wait for yet another 6 months?
Manager – Yet again, I had to get my hands dirty and do this shitty thing.. I couldn’t even justify the reason given by my boss to my employee.. He asked me so many things and I just shrugged in a helpless manner.. Why can’t the CEO take the appraisal when he has done the interviews? Why can’t he justify his actions? Why should I take this shit?
CEO – The deployment in the new facility is not going to be easy… I have to straighten the Bench ratio too.. I will have to solve the fiasco happened in the other department… I have to meet the profit margin by the end of the semester… wait a minute… It’s the employee who didn’t make it… he seems to be crying… hmm… I may see some papers down by the end of the month… anyways, there’s no guarantee that anyone would stay if I promote them…They will look for a better future and if they get one, they will surely leave… I will have to give my projected hires to HR….
No comments:
Post a Comment