Valuing Performance

For most of the companies, where they "charge" the Business (or Customer) money, the performance of the employees can be valued by measuring "how much value they have delivered (to the company/division/business?". However, the IT arm or the IT subsidiary of parent companies are forced to value the performance of employees differently. Since the "charge" (I will post another blog to discuss this) is now "time spent" to the particular Business Division, the company HAS to value the "time spent" by the employee, instead of efficiency, value, innovation etc. Therefore the only way you can value yourself in such an environment is to "spend" more "time", and crediting that to the gullible "Business"! It is then fair, that the higher evaluation of the IT staff is given will be made by how much more time he spent on -for example- resolving a major incident. What a tragedy! He/ she should have been condemned for taking too much time (due to mounting business losses) and given a star for a quick resolution. If this looks bad, then the pretext of charging the Business on time spent also should be. In such an environment, innovation, efficiency and effectiveness are just buzz words.

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