tag:blogger.com,1999:blog-5601767604316016597.post2270841667181800869..comments2023-10-11T02:16:30.600-07:00Comments on HRDian speak: Transforming GE- An Interactive Interaction Rajeev Moothedathhttp://www.blogger.com/profile/13050570756706357953noreply@blogger.comBlogger2125tag:blogger.com,1999:blog-5601767604316016597.post-29385293423444947122016-04-08T09:29:25.443-07:002016-04-08T09:29:25.443-07:00Dear Padmaja, a feedback from you makes one's ...Dear Padmaja, a feedback from you makes one's day! All the efforts of note taking & summarizing becomes worthwhile and motivates one to keep writing.Thank you so much!Rajeev Moothedathhttps://www.blogger.com/profile/13050570756706357953noreply@blogger.comtag:blogger.com,1999:blog-5601767604316016597.post-69615778232350237182016-04-08T08:27:40.741-07:002016-04-08T08:27:40.741-07:00If a company like GE with its great and long histo...If a company like GE with its great and long history, can change with the times, including minor yet impact changes in its management and work culture, then why not our companies here, most of who want the employees to just perform, perform, perform or perish!!! Loved that bit about the pianist employee "performance" and "impact"and the response : "The focus of the performance rating is on the 'impact' and not the 'person.' Performance management is in a way a celebration.- "a celebration of you”. " Are our companies hearing this???!!! Because here, performance appraisal is such carrot and stick and "personal" (rather than personnel) exercise that is held to hang like a Sword of Damocles on the employee's head!!! Thanks Rajeev, for sharing yet another well documented, well presented and very interesting session!Padmaja Iyengarhttps://www.blogger.com/profile/08658110052224451004noreply@blogger.com