If you were Miss Kohli, how would you convince Mr. Srivastava that individual performance improves when people know how they are doing?

Question

What will be an ideal response?

Answer 1

? Miss Kohli has already taken the first and appropriate step of conducting a small
focus group of employees which suggested that performance feedback would be
well received among employees, and sharing the results with Mr. Srivastava. Mr.
Srivastava’s response, telling her to ‘focus on the task she was given’, and avoid
‘starting trouble’ is itself a troubling sign about the workplace culture at Gypsy
Tigers. As such, Miss Kohli should tread carefully, at least for a while.
? This incident may have opened a window, however. Miss Kohli could thank Mr.
Srivastava for providing her such direct feedback on her performance and his
construal of her job performance. She could add that without such direct
feedback, she would not have understood his position on the issue, how strongly
he felt, and how he perceived her performance. She might respond that she felt
her mandate was to come in and implement a modern performance management
system as suggested by Gypsy Tigers’ customers. How, she might ask, can she go
about doing her job if such performance feedback as he has given her is not
systematically captured to provide both him and her with a better view of actual
performance?
? Essentially, as a consultant, Miss Kohli must navigate between her client’s best
interests and her client’s instructions, all while role modelling the desirable
behaviour. By exhibiting receptiveness to his feedback and role modelling the
constructive effect of an honest conversation about expected and delivered
performance, she could attempt to accomplish her several objectives.