kheru2006 (kheru2006) wrote,

Nice guys get less pay: Let staff appraise bosses as well

DOES being a yes-man pay? This is rather subjective based on one's interpretation of a yes-man.

Some are yes-men to every word uttered by their bosses. Some are yes-men to preferred bosses, usually those who are powerful or good-looking. They select assignments that will give them mileage, popularity and rewards. Another group of yes-men are those with substance and intelligence. This group is much sought after by the top management.

Those in the first two groups are usually insecure and will feel challenged at the slightest rejection or disagreement to his/her idea. They get very personal in dealing with professional matters.

I can't agree more with human resource consultant Peter Kanagaraj, who believes that in most Malaysian companies, one's chances of promotion and salary increment are heavily dependent on one's supervisor.

Employees work hard and give their best so that they will be rewarded accordingly. 

This hope is often crushed during the appraisal, when the appraiser lists out various reasons why the promotion or increment is not deserved. The worst is when the reasons given are insignificant compared with the number of successful projects completed.

As such, talented employees leave only to be replaced by people who are just in it for a paycheck and to be a classic yes-man to support and serve their immediate boss and not to struggle towards the success of the organisation.

This is a very common scenario nowadays and employee turnover is one of the huge problems faced by many organisations.

The "upward appraisal" system is one of the tools that can help detect brewing conflicts in an organisation. It is a system where subordinates are given the chance to appraise their bosses. Employees are asked to voice out what their immediate managers should do more, should keep on doing and should stop doing.

This is a very powerful system that gathers critical information and opens up an avenue for a positive flow of conflict handling. Though this system has been increasingly used, the extent and transparency of implementation in Malaysia is still lacking. 

In a nutshell, I would like to urge all the yes-men out there to say yes to the right thing and not to everything, as over time it is draining and de-energising to be in an environment absent of sincerity.

P. UTHAYA MALAR, Tapah, Perak 2011/09/11

Source: The NST Home Letters to Editors 

Tags: assessment

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