The amplifying effect of peer-networks

LM741CN AmpYou hate the slow tedious testing process your company has for its blockbuster product. Surely there is a better way to do things. You get onto the company’s new collaboration platform and connect with like minded people across various departments in the company. Discussions around topics of mutual interest start. Ideas for some new software tools to improve product testing get thrown around. One of them really attracts attention. Someone suggests that you collaborate to build a prototype. Others in the company take notice and join in. The concept gets refined continuously. The conversation spreads. Quite a few people are hearing about it. The energy is electric. Everyone is checking their message feed to see what the latest update is.

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Annual Appraisals: It’s time to move on!

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To martyr yourself to caution/ is not going to help at all / because there’ll be no safety in numbers / when the right one walks out of the door

[Lost for Words, Pink Floyd]

Every year, around March-April there is a flurry of mails from HR reminding people to complete their appraisal inputs. Team members are exhorted to fill in their self ratings by the deadline, and then managers are hounded by HR to complete their ratings of their teams. A few days later all the managers are invited to a day-long meeting to do the dreaded ‘curve fitting’- since the logic goes that ratings of individuals on teams no matter how good or small should fit a normal distribution. (Those meetings can sometimes turn violent too when the fitting doesn’t go too well) Weeks later the ratings are communicated to the employees and that’s when the resignations start. A popular joke goes that moving companies record their maximum revenue for the year in the weeks right after annual appraisals are completed in companies.

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