ORH1600

Performance Management

By definition, performance management is the systematic process by which a company involves its employees, as individuals and members of a team, in improving organizational effectiveness in the accomplishment of agency mission and goals.

At Greybox, this process begins as eary as the recruitment process of employees that succesfully align with the company’s goals, which begins with keeping the work environment as passionate and innovative as possible to enable creativity. They make extra effort to recruit only full time and permanent workers to protect the social atmosphere of a family-like work environment. However, as per the requirements of a project, Greybox occasionally outsources some highly specific services that require technological expertise that is needed for a very limited part of the project.

After making sure that a new employee is in the right mind set and complete their adaptation, orientation to the company by going through necessary social and educational adjustment steps, Vanessa advances to introducing them with the company’s yearly objectives charts that are constructed every December for the following year and is reviewed quarterly (every 3 months).

This chart includes 2 specific types of objectives:

1. Repetitive, recurring objectives:

This type of objective is generally adressed to the administrative positions. In order to assess the company’s periodic success rate in terms of financials and sustainability as a business overall. Large scale, non-operational goals and objectives are set as part of this section.

1. Adjustable, Up-to-date objectives:

This are flexible and dynamic objectives that reflect the ongoing projects that the company is taking over and making progress on. The employee’s performance is assesed and reviewed based on criterias that are created during this process. Deadlines, quality of work that is expected, steps that are required are all provided during the first touch to an employee and kept reminded of and fresh as an information during these evaluation and review process of ongoing objectives.

Motivation is a very serious part of performance, says Vanessa. Therefore she spends a valuable portion of her energy to create a better source of relaxation and refreshment in the company, as she also insures efficiency.

As she carefully selects who gets to be a part of their team, she has a good understanding of the potential that each employee carries, if trigerred accordingly.

As a team of young, technologically passionate group of people, Vanessa tries to keep their interest in the subject by giving them tasks, to complete which, they will need to reach additional information by themselves. It gives them a good training for their “go-getter” attitude and confidence in themselves as team members and tech professionals.

She also created a teaser game to cool them off the work routine and keep their breaks more entertaining and stimulating in a different way than their everyday job does.

Vanessa thinks that visual change is a big part of keeping things interested in the work environment. Therefore she allows and even further encourages her employees to changes the layout of the office, enabling office changes between managers as well as complete change in layout of the cubicle design of the office as requested by the team.

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