At ThoughtWorks, we follow a culture of feedback. Given that I have been around here only for 5 months, this has been new to me. 

In my earlier organisation, the appraisal process was rigorous, process driven and number focused. It was a good process for sure. With more than 10,000 people, I thought we had a good set-up. The appraiser and appraisee would catch-up. The appraisee enters her objectives in the beginning of the year. At the end of the year, she gives her comments. The appraiser gives her views. There is a reviewer who oversees and ensures that appraisals dont go over the top.

After all this – there are further reviews in the background to validate on scores, identify increments promotions and so forth. Having been part of this exercise, I must say that it is exhaustive. However it cannot always be fair. To start with, there is an unwritten rule on what percentage can move up. There is a number given by the CEO to HR on what is the total amount to be given as increments. HR now has to grapple with how to divide this largesses amongst the employees. I have always tried to get the most for my team. However I do know that when I try to get more for my teams, some other team will suffer. And then, I dont win all the time.

At ThoughtWorks – this is significantly different. Anyone can give feedback to anyone. There have been so many people who have come to me soliciting feedback. And feedback is taken so very positively. I could see folks making genuine attempts at working on their feedbacks. Feedbacks are entered into the system. We have a sponsor and a reviewer. The feedback can or need not be shared with your reviewer and sponsor. And the culture is continuous feedback. So we have set aside 1 hour every month. Every person, gives feedback to every person in the team in that one hour. We write on small cards and give it to the person. In some cases, we draft an email and send it to the person. If you need to get more inputs or want to discuss on the feedback you received, you can catch up with the feedbacker over coffee or lunch. It gives a very healthy set-up within the teams. Imagine getting feedbacks every month. You will know very quickly if others see you change or not. Oh – by the way, its not mandatory for every one to give feedback. If you dont have anything to give someone – that is fine.

Iam as yet not privy to how the review process feeds into increments and promotions. I guess that will take some more time for me within to understand. Oh yes – the new format in ThoughtWorks does not have numbers or categories. You have only two variations – you are either doing fine or you are outstanding. As regards non-performers, we dont wait for review cycles. That pruning occurs on a continuous basis. So – the insecurity that comes with the appraisal cycle is significantly removed. One does not sit and worry if one will be graded as below expectations. For the first time, Iam not sitting on pins and needles at this time of the year.