A Brief Reconnect

I retired from a bank a little more than 4 years ago.  Most groups can be subdivided into two on many counts.  One count on which retirees can be formed into two groups is whether or not they have achieved a disconnect from the corporate network. 

The corporation, of course, pulls the plug on your e-mail and intranet accounts.  But human connections extend beyond corporate electronic networks.

So there are those who transcend the corporate electronic networks and stay connected and there are those who let go and disconnect.

I happen to belong to the second category and believe that it is okay to be out of sight and out of mind.  I also suspect that most of my groupmates are like me, not really cut out for the aspirational corporate world.

Organizations do occasionally remember their ex-employees but mostly in a tag along manner on ceremonial occasions.

Thus it came as a pleasant surprise when the apex college of the bank where I was a faculty for a few years, decided to felicitate all ex- trainers, working and retired, as part of its golden jubilee celebrations.  Proper invitations were extended and also personally followed up.  The college also informed that travel and stay expenses were on the bank.  A rare gesture indeed!

What happened on the day of celebrations was extraordinary, emotive and touched the invitees' hearts.  It will form the subject matter of my next post.

Performance Quotient (PQ)

When you don't have or don't care to have systems to reliably measure individual employees output, how do you carry out an appraisal?  Well it is pretty simple.  Just substitute input for output and take into account the chemistry between reviewer and reviewee.  The precise formula for performance appraisal is as follows:

Performance Quotient = [{Sum over appraisal period of (Leaving Time - Reporting Time)} multiplied by 100 divided by (number of days$ in the review period*24)] plus (percentage of your liking for the reviewee)

In this system the organization may expect a performance quotient of 100 or more.

Again there are some bosses who prefer the simpler formula:

Performance Quotient = [{Sum over appraisal period of (Final Leaving Time - 0)} multiplied by 100 divided by (number of days$ in the review period*24)] plus (percentage of your liking for the reviewee)*1.5

$ You may choose total number of days or number of working days in consultation with HR.

Note: For using the formula correctly, all time must be in 24 hours format.  Also for an employee who chooses not to quit the office at all a checkout and check-in are automatically performed at midnight.