Posts Tagged ‘Performance’

Oh, how we love our office, our place of work, the pedestal of our self,
The adrenalin, the morning rush, the smug comfort of power and pelf.


The ego kick, the pampering, the earmarked parking place,
The welcoming smiles, the handshakes, the feigned grace.

The ambition for the corner office, mighty challenges, charged meetings,
Naysayers and villains who oppose us and spice up the proceedings.

Bosses who are supportive but cranky at times; never satisfied, they whine;
Peers who keep us connected to the corporate gossip and the grapevine.

Juniors who adore us, others who detest us but lie low,
The fun of pulling them up when they show up after a furlough.

The pressure of work, the fun and frolic, the humor, the glee,
The water cooler parley, intimate chats over endless cups of tea.

For the henpecked amongst us, the freedom from the fiefdom of a spouse,
Liberty from kids’ PTA meetings, household chores and many an odd grouse.

Vacations planned in advance often getting scuttled at the last hour,
Sulking family members, cancellation costs, well laid out plans turning sour.

When a vacation plan does mature, it is preceded by hectic planning,
Ensuring the world does not collapse while we are away snorkeling.

‘Keeping in touch’ while on vacation a misplaced sense of one-way loyalty,
A habit, an addiction, a magnified view of our role which could be faulty.

Return finds us facing a pile of tasks, an overflowing mail box to grapple with,
Unwarranted blames having come our way, we resolve never to plan a vacation forthwith.


Oh, the yearning for a real vacation, freedom from the torrent of mails,
Quality time with the family, regaling kids with impromptu tales.

All this makes better sense when our on-the-job performance is going on well,
Or else we could be languishing in the low-performance-and-low-reward hell.

Yet, how about offices where we can take an ‘off’ while being present, filling up the gaps,
A gym, a yoga and meditation room, an allowance for post-lunch power naps.

An environment which keeps our creative juices flowing, our stress levels healthy and vibrant,
Our performance at its peak, productivity high, imagination always fragrant.

Companies like Daimler which allow a real ‘off’ from office would win in the long run,
Incoming mails diverted, deleted from our in-box, allowing us to have real fun.

Some others encourage us to lead a rich personal life, switching off after normal working hours,
Enabling a healthier work-life balance, assigning projects which make us walk out of our ivory towers.


The ones which encourage us to put out an out-of-office message which changes tack,
“Hi, I am on the Mars these days, missing Wi-Fi or cell signal, shall get in touch once I am back!”

(Note: For an interesting perspective on the vanishing office spaces, see http://paulbromford.wordpress.com/2014/07/31/why-the-death-of-the-office-cant-come-too-soon)

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Negotiable only at the entry stage, and may not remain so thereafter! Also, the rate of growth of packages outside the company would always be better than the jumps you get in-house! Bear in mind that packages are worked out in relation to the company’s corporate ego (read brand value), and also the comfort levels offered. If you are willing to challenge yourself and move out of your present comfort zone, don’t grumble for long; find another exciting opportunity and move on!

As postulated by the Motivation-Hygiene Theory of Herzberg, packages fall in the Hygiene category of rewards. In other words, to use a medical analogy, their presence does not necessarily make a person healthier; on the contrary, their absence can cause deterioration in health. To put it simply, when it comes to individual motivation levels, packages have a rather short shelf life!


They are not spares of a machine, to be replaced once their utility is exhausted. Grooming them for higher responsibilities is the management’s prerogative.

The Two Factor theory established long time back that money is a poor motivator, boosting people’s morale only in the short run. Money is connected to material acquisitions and the mind. Intangibles appeal to the heart and make much better sense. A surprising word of praise from an unexpected quarter can cheer up an employee no end. A birthday greeting which goes out-of-the-way to enable an employee to spend quality time with his family may be far more effective. The intangibles build an emotional bond with the company.


At times, first impressions of performance are wrong. Some slow starters may become star performers; some could well be flashes in the pan who eventually fumble and attain a state of clueless bliss. Most jobs would need consistent performance, whereas some require short-term bursts of energy and attention.

Assess performance of people over a period of time, against the backdrop of the nature of the assignment handled.


Good planning needs to be exhaustive, but also flexible. Business environment is always in a flux, and a plan always has to be reviewed to ensure not only its own relevance but also the enthusiasm of the team which would be burning the proverbial midnight oil to implement it.

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