This section is written and managed by - Ankit Saraswat

At Kuku FM, we have a structured way of assessing each person’s progress. This process starts with creating an Individual Growth Plan and using the 360-degree performance feedback system for regular evaluations.

However, feedback discussions often shift focus to salary talks, which can dilute the purpose of sharing constructive feedback. To address this, we conduct two separate reviews:

1. Monthly Goal Review (MGR)

•Purpose: To provide regular feedback and course corrections.

•Frequency: Monthly meetings with team leaders.

•Benefits: Immediate recognition for good work and quick adjustments for any issues.

2. Semester Review (Appraisal Review)

•Purpose: Formal salary review.

•Frequency: Twice a year, in January and July.

•Eligibility:

1. Employees who did not receive a raise in the last appraisal cycle and
2. Employees who joined at least 9 months before the start of the review cycle.

Understanding each review cycle in more detail

1. MGR

Monthly Goal Review (MGR) happens in first week of every month.

Flow of MGR

Manager and Reportee participate in the review.

They both share expectation and achievements of the last month

It is concluded by conducting a one on one between the Manager and reportee. It’s the responsibility of both manager and the reportee to conduct this one on one and remain aligned. No one likes surprises during appraisal cycle.

Feedback and Outcomes (This is mostly covered in only in MGR one on one)

• Constructive Feedback for areas of improvement.

• Planning for career growth trajectory.

• Setting Goals for meeting meeting customer demands and appraisal targets.

• Prioritising most important objectives over good to have things.