| We've already written previously that we didn't get along with nepotism from the very beginning. As we cut it short, this also affects another dangerous phenomenon known as favoritism. When managers get in this trap, they get one or two favorites that they reward endow with privileges, bonuses, and promotions just for the sake of having pretty eyes and not for something they really achieved. This is wrong and inefficient.
|
In Grafit, the work is being built on the principles of justice, openness, and equal opportunities for all employees. If you work hard, fulfill the plan, and improve as a specialist, you are guaranteed to get a competitive salary, bonuses, and career growth. Our company consists of 400 people that work in dozens of teams. The entire system will collapse, like a house of cards, if a manager of each team will have a favorite. This prevents the development of the company. In the fight against favoritism, we rely not just on management skills and principles, but as well on objective indicators that we analyze on a regular basis.
◼️ How do we evaluate colleagues?
It is difficult to measure the work of the IT department and technical support (Mteam project) in classical indicators, so we introduced the customer satisfaction index. This is a weekly questionnaire for 40 managers from the outside, meaning from other Grafit Holding projects serviced by Mteam. Each Mteam subdivision is given a score of 0 to 5 that is followed by commentaries if the score is below 5. Then, the team carries out correction work and provides a report about solving the issues. The higher the average score, the more effectively the team carries out its work and the greater the bonus for the work it receives.
In other projects, employees have monthly key performance indicators (KPIs) that consist of the rate of the accomplished plan of purchases/sales, the number of effective deals, and the number of newly acquired customers. All of this is centrally processed and automatically generates the salary. The entire system is built in such a way as to provide an up-to-date and fair evaluation of work in an almost automatic mode. This helps to avoid favoritism and build serious business with fair and comfortable working conditions. A happy employee makes happy customers, thus making our business thriving.
◼️ How do we evaluate colleagues?
It is difficult to measure the work of the IT department and technical support (Mteam project) in classical indicators, so we introduced the customer satisfaction index. This is a weekly questionnaire for 40 managers from the outside, meaning from other Grafit Holding projects serviced by Mteam. Each Mteam subdivision is given a score of 0 to 5 that is followed by commentaries if the score is below 5. Then, the team carries out correction work and provides a report about solving the issues. The higher the average score, the more effectively the team carries out its work and the greater the bonus for the work it receives.
In other projects, employees have monthly key performance indicators (KPIs) that consist of the rate of the accomplished plan of purchases/sales, the number of effective deals, and the number of newly acquired customers. All of this is centrally processed and automatically generates the salary. The entire system is built in such a way as to provide an up-to-date and fair evaluation of work in an almost automatic mode. This helps to avoid favoritism and build serious business with fair and comfortable working conditions. A happy employee makes happy customers, thus making our business thriving.
Other news
Subscribe to our social networks: