Performance Appraisal Quotes

No human being will work hard at anything unless they believe that they are working for competence.

There's definitely a negative correlation between the higher the profile and the enjoyment of the gig.

When my number's called, I'll perform.

If performance management were a movie, it will become less 'Gladiator' and more 'Moneyball.'

Everyone wants to perform.

When it comes to work, there is a fear factor around meritocracy. People are afraid of being openly judged. However, when you know what you are being measured against, it's empowering.

If people want to criticize a performance, that I understand. I think that's important.

You need to tell people where they stand. If someone's done a good job, you should tell them they've done damn well. But if they haven't, you should take the same attitude.

Sacks shouldn't be the only thing that determines if you had a good year.

You should always know how you're doing against your metrics. You should always have a weekly review meeting every week.

You measure your people and you take action on those that don't measure up.

We will give importance to performance while choosing officials.

I really felt good after working in a film like 'Piku,' as many people could relate to my character. I got letters from my fans telling me how my character resembles to their grandparents.

There's a creative vibe at U.C.B., and to maintain it, we can't pay people. If you pay, then you have to assign worth to shows, and then people will resent that.

You got to be rigorous in your appraisal system. The biggest cowards are managers who don't let people know where they stand.

The corporate world is appallingly bad at capitalizing on the strengths of its people.

I believe in pay for performance.

Just because your ratings are bigger doesn't mean you're better.

When I go to audition for voiceovers, I do dress as if I'm going to an on-camera audition because that's my way of showing that I do care and it means something to me.

What you measure and reward is what you're going to get.

Appraisals are where you get together with your team leader and agree what an outstanding member of the team you are, how much your contribution has been valued, what massive potential you have and, in recognition of all this, would you mind having your salary halved.

Salaries should be set based on production and contributions, not positions.

An employee's motivation is a direct result of the sum of interactions with his or her manager.

We will also have a more rigorous approach to professional development and managing unsatisfactory performance.

You have to take care of your guys. If a guy underperforms, you get rid of him. If a guy overperforms, you take care of him.