Performance variation is very large in Front Line Executives and Managers. Sometimes the variation is 4-6x between the top and low performance. The existing performance management models are outdated. In many organizations, Performance Review is an annual exercise that has many limitations. For a line manager - performance management is to drive his team to meet this month’s target and announce incentives to make it happen. 

These are ineffective because of three reasons: 
1. Performance indicators are output indicators and lag indicators 
2. Outcome Performance fluctuates wildly and hence defies easy interpretation
3. The performance counseling process does not tell the employee the corrective action. The employee is supposed to figure it out for himself and take corrective action. 

At Quanta People, we analyzed data of thousands of employees across multiple sectors – Banking, Insurance, Financial services, manufacturing, retail, FMCG, etc to arrive at the factors driving People Performance. We have built models based on data visualizations that help deliver peak frontline performance with low variation.

Quanta People

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