This section is written and managed by - Ankit Saraswat
Assessing how each individual is doing is a formal process at Kuku FM. Starting with creating an Individual Growth Plan, and running regular assessments using the 360 degree performance feedback is at the centre of our performance evaluation.
All employee are supposed to fill review form for themselves (Self evaluation). Then they are suppose to review their manager and peers (team mates). Lastly, if anyone is reporting to them, they are supposed to fill reviews for them.
Combining data from all 4 sections
By combining all 4, an individual get wholesome feedback about their work outcomes and their conduct.
While sharing feedback, Immediate manager is suppose to share insights from Industry as well
flowchart LR
Self(Self Feedback) --> |Outcome Achieved and Challenges Faced|PR
Peer(Peer Feedback) --> |Collaboration and Respect| PR
Reportee(Reportee Feedback) --> |Leadership Skills| PR(360 Performance Review)
Manager(Manager Feedback) --> |Outcome and Consistency / Talent Utilisation| PR
PR .-> |Achieving goals| Bonus(Bonus)
PR .-> |Handling above level task| Promotion(Promotion)
PR .-> |Improved Work Quality|Increment(Increment)
PR .-> |Do's and Don'ts| Feedback(Feedback)
Market(Market Learning)..-> |Industry best practices| Feedback
Market(Market Learning)..-> |Market conditions| Increment
We run formal assessments (using our growth frameworks as a basis) twice every year
| Date | Action |
|---|---|
| Jul 1 | Assessment cycle starts |
| Aug 30 | Everyone receives completed mid-term assessments |
| Jan 1 | Assessment cycle starts |
| Feb 28 | Everyone receives completed assessments |