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The <a href="http://www.businessinsider.in/searchresult.cms?query=startup+&amp;sortorder=effectivedate">startup </a>scenario has changed a lot and startups, now are more focused on becoming profitable than just scaling up. They are now putting in place new talent initiatives.<br />
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Companies like <a href="http://www.businessinsider.in/searchresult.cms?query=PolicyBazaar&amp;sortorder=effectivedate">PolicyBazaar</a>, <a href="http://www.businessinsider.in/searchresult.cms?query=MobiKwik&amp;sortorder=effectivedate">MobiKwik</a>, <a href="http://www.businessinsider.in/searchresult.cms?query=Chaayos&amp;sortorder=effectivedate">Chaayos</a> and <a href="http://www.businessinsider.in/searchresult.cms?query=Treebo+Hotels&amp;sortorder=effectivedate">Treebo Hotels</a> are planning to scale up on talent, and be heavily focused on communicating their company vision better.<br />
<br /> "We will concentrate on performance management and upping the motivation in a fast-growing environment so that the managers perform to their optimum,” <keyword id="1779565" type="UNKNOWN" weightage="20" keywordseo="Rashmi-Daga">Rashmi Daga</keyword>, chief executive at <keyword id="6434843" type="UNKNOWN" weightage="20" keywordseo="FreshMenu">FreshMenu</keyword>, told ET.<br />
<br /> Similarly, <keyword id="696009" type="UNKNOWN" weightage="20" keywordseo="Policybazaar">PolicyBazaar</keyword> is also looking forward at sprucing up talent and firing redundant employees. Most of its people, across the organisation, have been in the same role for the last four years. In that period, the company has grown 150 times. For the company, the focus will be on the fact that it must keep the annual growth rate as high as 100% while managing its people.<br />
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Before all this, many companies sought out a large numbers of youngsters, thinking a degree alone would be enough.<br />
<br /> "This led to many wrong hiring being made across startups looking to scale up, and consequent layoffs. This year, even investments will be hard to come by from, say, a year ago,” <keyword id="2128273" type="UNKNOWN" weightage="20" keywordseo="Jappreet-Sethi">Jappreet Sethi</keyword>, co-founder of YoStartups, which provides consultation services to startups, to ET.<br />
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Now the startup are looking to build skills in-house, and for this, having the right talent in place is essential. Chaayos, which has been four years in operation, will focus on making the culture of the company very strong.<br />
<br /> "In today's world, anyone can acquire the same technology, infrastructure and paraphernalia to set up a competing business. But it is only the right talent that will make the difference for Chaayos,” CEO <keyword id="2796372" type="UNKNOWN" weightage="20" keywordseo="Nitin-Saluja">Nitin Saluja</keyword>, told ET.<br />
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PolicyBazaar will also look to sift out now redundant employees.<br />
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"People hit a point where they must either grow to the next level or bow out. We need fresh ideas and a lot of restructuring. We have a 12-18 month approach for this. In some cases, when some people aren't able to make a change within that period, we have to replace them,” Yashish Dahiya, CEO of PolicyBazaar, told ET.<br />
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Post-demonetisation, MobiKwik is geared to grow much quicker amid the push for digital payments.<br />
<br /> "We will hire smarter and spend much more time and resources. The right attitude, the startup-oriented temperament and an uncompromising approach to quality is what we're looking for,” cofounder <keyword id="6587619" type="UNKNOWN" weightage="20" keywordseo="Upasana-Taku">Upasana Taku</keyword>, told ET.<br />
<br /> There needs to be a focus on behavioural assessment and culture fit for candidates looking to join startups, not just skills, said <keyword id="4250" type="PERSON" weightage="20" keywordseo="Sethi">Sethi</keyword> of YoStartups. Startups need to realise there is no 'perfect' candidate.

Startups now are scaling up talent and hiring people with multiple skill-set

<p><div class="KonaFilter image-container float_right"><div class="image"><p class="source"><span><a href="https://www.flickr.com/photos/snre/8581069862/in/set-72157633063883338/">University of Michigan School of Natural Resources &amp; Environment/flickr</a></span></p></div><p></p></div></p>
<p><span style="line-height: 1.5em;">Handling a performance review poorly can have serious consequences. For instance, it can lead to a drop in morale and increase dissatisfaction among your staff.</span></p>
<p>In fact, Jappreet Sethi, an HR and strategy consultant, says in a recent <a href="https://www.linkedin.com/today/post/article/20140608161920-122640494-what-ruins-a-performance-review?trk=prof-post" target="_blank">LinkedIn post</a> that you may be better off not doing a review at all than to go through a meaningless, mechanical ritual.</p>
<p><span style="line-height: 1.5em;">"Performance feedback and review is part and parcel of the life of anyone in a managerial role, and seldom do we realize that [certain] actions ruin the review," he says. </span></p>
<p>Here are four actions that can easily destroy a performance review:</p>
<h3><strong>Comparing one employee to another.</strong></h3>
<p>Some managers make it a point to compare two individuals who are in similar functions, and not how well or poorly they have fared on the yearly goals, Sethi says. This accomplishes nothing and could make your employee feel uncomfortable.</p>
<h3><strong>"Short-term memory effect."</strong></h3>
<p>"Most performance evaluations tend to focus on performance over the most recent period, even if the employee has accomplished great things over the course of the entire year," Sethi says. Do your homework before the review - or, better yet, take diligent notes throughout the year. This way, when review time comes, you'll be able to look back on <em>all </em>of the employee's accomplishments and flops, not just recent ones.</p>
<h3><strong>Focusing only on strengths or weaknesses. </strong></h3>
<p>You never want to beat down the employee on their weak areas to the point where they forget their strengths, he says. But you shouldn't brush issues under the carpet, either. "Some managers are scared of telling employees where they need to change course or align energy. They often speak in general terms to avoid specifics."</p>
<h3><strong>Discussing an employee's personal choices.</strong></h3>
<p>Comments on family life, religious beliefs, etc., should be left out of the conversation completely. They have little or nothing to do with the employee's actual performance or tasks that drive performance, <span>Sethi </span>says. </p>
<p><strong>Click <a href="https://www.linkedin.com/today/post/article/20140608161920-122640494-what-ruins-a-performance-review?trk=prof-post" target="_blank">here</a> to read the full LinkedIn post.</strong></p>
<p><em>Want your business advice featured in Instant MBA? Submit your tips to tipoftheday@<span class="skimlinks-unlinked">businessinsider.com</span>. Be sure to include your name, your job title, and a photo of yourself in your email.</em><span><br /></span></p>

4 Ways Bosses Screw Up Performance Reviews

<p><div class="KonaFilter image-container float_right"><div class="image"><p class="source"><span><a href="https://www.flickr.com/photos/vfsdigitaldesign/6589712007">VFS Digital Design/flickr</a></span></p></div><p></p></div>You're going over the ways that your employee's performance is lagging when you notice tears in his eyes. Maybe it was the tone of your voice, or an insult, or how you asked about life at home. Whatever the case, you turned a chance at a constructive conversation into an awkward moment.</p>
<p>Even if your workers aren't prone to waterworks, a negative performance review done poorly can be a demoralizing experience rather than the motivating one it should be.</p>
<p>If your employees are failing and you need to get them into shape, keep the following in mind:</p>
<h3>Don't compare them to another employee.</h3>
<p>Some managers make it a habit to compare two individuals who have a similar function, HR and strategy consultant Jappreet Sethi <a href="https://www.linkedin.com/today/post/article/20140608161920-122640494-what-ruins-a-performance-review?trk=prof-post">writes on LinkedIn</a>. By taking the focus off of the employee you're speaking with, you're making them uncomfortable without addressing how they can work on their own inefficiencies.</p>
<h3>Go over their successes.</h3>
<p>If you need to go over their failures, you need to make your evaluation constructive by going over their successes. Remind them of their strengths, Sethi says, and you can help them overcome their weaknesses.</p>
<h3>Avoid surprises.</h3>
<p>Employees should not be shocked when you tell them they are underperforming, because you should maintain a constant conversation with them about their work beyond formal reviews. One of the worst things a manager can do is make the ultimate punishment for an employee - firing them - a surprise, Eric Jackson, founder and managing partner of Iron Capital, LLC, <a href="http://www.forbes.com/sites/ericjackson/2012/01/09/ten-reasons-performance-reviews-are-done-terribly/">writes on Forbes</a>.</p>
<h3>Recognize factors beyond their control.</h3>
<p>When considering your employee's successes and failures, make note of any external factors that may have been responsible for either, says investment manager and author Michael Mauboussin in <a href="http://hbr.org/video/2235533793001/how-to-give-meaningful-feedback">a video for Harvard Business Review</a>.</p>
<h3>Don't address their intent.</h3>
<p>"Stay away from impugning an employee's intent. 'You didn't try.' 'You don't care.' 'You weren't applying yourself.' Intent is largely irrelevant; you cannot prove it," Jonathan A. Segal, partner at Duane Morris, <a href="http://www.businessweek.com/managing/content/jan2011/ca20110114_156455.htm#p2">writes for Bloomberg Businessweek</a>. Additionally, there's too great a risk that the employee will interpret these judgments as attacks and become even more difficult to manage.</p>
<h3>Stay away from personal territory.</h3>
<p>Don't bring up things like family life, dress habits, or personal beliefs as reasons for lagging performance, Sethi says, because they should have little to no real effect on workplace performance.</p>
<h3>Determine goals and a plan to meet them.</h3>
<p>A negative performance review shouldn't be a chance for you to berate an employee with a list of the ways they've failed. Instead, set goals to remedy each of these failures, Segal says, and discuss ways that they can be met.</p>

How To Tell An Employee They're Failing Without Making Them Cry

<p><div class="KonaFilter image-container display-table"><div><div class="image on-image"><p class="source"><span><a href="https://www.youtube.com/watch?v=LPKhWXhiMSw">Focus Features</a></span></p><p class="caption">Are your colleagues straight out of "Tinker Tailor Soldier Spy" by John Le Carre?</p></div><p></p></div></div></p><p>Untrustworthy coworkers can put a serious damper on any workplace experience.</p><p>Just read John Le Carre's "<a href="https://www.amazon.com/Tinker-Tailor-Soldier-John-Carre/dp/0394492196">Tinker Tailor Soldier Spy</a>," in which British spy George Smiley becomes convinced that one of his former coworkers is a Soviet mole.</p><p>Hopefully, your struggle with a less-than-honest associate won't lead you into a tangle with the Kremlin. Still, it's important to pick out the coworkers that don't deserve your trust early on. Otherwise, they might end up stabbing you in the back.</p><p>These are a few solid signs that you shouldn't trust a certain colleague:</p><h2>1. They're envious</h2><p>Watch out for anyone displaying signs of <a href="https://www.psychologytoday.com/blog/hide-and-seek/201408/the-psychology-and-philosophy-envy">what's been called the least fun of the seven deadly sins, writes Dr. Neel Burton in Psychology Today. </a></p><p>Envy is a universal trait. However, if left unchecked in the workplace, it leads to problems. Envious people desire what their successful colleagues have, leading to resentment, shortsightedness, and toxic relationships.</p><h3>How to deal with envious coworkers:</h3><p><a href="https://www.psychologytoday.com/blog/intense-emotions-and-strong-feelings/201112/being-envied-is-not-enviable">Dr. Mary Lamia addressed several helpful strategies to combat envy in Psychology Today</a>:</p><p style="padding-left: 30px;">"... People who <a href="https://www.psychologytoday.com/basics/fear" title="Psychology Today looks at fear">fear</a> being envied tend to behave in ways that are pro-social - helping others who might envy them. They speculate that people who are better off might use such an appeasement strategy to dampen the destructive effects of envy, and it can help to improve the situation of those who are worse off."</p><p>Run screaming from coworkers that constantly gripe about others' accomplishments. When you achieve success, their inner green-eyed monster will turn on you too.</p><h2>2. They're dishonest</h2><p>Here's a shocker: You can't trust dishonest coworkers.</p><p>Crazy, right?</p><p>If you regularly catch a coworker lying, or they steal credit for your work, they're probably a dishonest person.</p><p>Keep in mind, even if their lies don't directly effect you, they've already proven themselves untrustworthy. You can't depend on liars to keep your best interests at heart.</p><h3>How to deal with dishonest coworkers:</h3><p>If you've been impacted by a dishonest coworker, <a href="http://www.forbes.com/sites/scottedinger/2012/08/28/four-steps-to-deal-with-dishonest-people/#5c4bafc451b6">Forbes contributor Scott Edinger recommended confronting the person's behavior in this 2012 article</a>: "Notice I did not say the person, though the two are linked. When dealing with a transgression of nearly any kind, it is always best to focus on the situation or behavior, and not the person."</p><div id="article-0-inread" article-ad-inbody="inread"><h2>3. They gossip</h2><p>In "The Picture of Dorian Gray," Oscar Wilde writes <a href="https://en.wikiquote.org/wiki/The_Picture_of_Dorian_Gray">"... there is only one thing in the world worse than being talked about, and that is not being talked about</a>."</p><p>That quote may sound like a ringing endorsement of gossip, but consider that it's from a novel about a guy who's so shallow that he sells his soul to look hot (also, there's a crazy, creepy painting involved).</p><p>A little bit of workplace gossip among friends is normal. But it's a bad sign when a colleague seems overly preoccupied with gossiping. Rumors can harm reputations and others' feelings, so steer clear.</p><p>Plus, the old middle school adage applies here. If the gossip is talking about other people behind their backs to you, they're probably also bashing you to other people.</p><h3>How to deal with coworkers that gossip:</h3><p><a href="http://www.inc.com/john-boitnott/how-to-avoid-getting-taken-in-by-your-office-gossip.html">In his 2015 Inc. article</a>, John Boitnott highlighted the dangers of rampant office scandal-mongering.</p><p style="padding-left: 30px;">"It can be tempting to listen in on office gossip but to do so puts your career at risk. Although work may be frustrating for you at times, it's best not to indulge in the exchange of incendiary workplace stories, even if it helps you cope with your frustrations. The best thing to do is disassociate yourself from the person and try to defuse any gossip when you find yourself unable to get away."</p><p>Boitnott recommends avoiding the rumor mill altogether and being firm and direct with colleagues who insist on spreading hearsay.</p><h2>4. They undermine people</h2><p>Watch out for the conniving, <a href="http://www.businessinsider.com/signs-youre-being-undermined-at-work-2016-6">undermining people</a> in your office.</p><p><a href="http://www.salary.com/the-9-worst-types-of-coworkers/slide/4/">Writing for Salary.com,</a> Aaron Gouveia notes that these types tend to start small:</p><p>"Did you discuss a great idea with a coworker only to see that person steal it and use it as their own? Are you missing meetings because your coworker leading a project keeps 'forgetting' to email you the invites?"</p><p>Maybe they've started messing with your work. Maybe you've noticed them taking credit for others' ideas. Either way, you'll want to stop them from bringing you down.</p><h3>How to deal with undermining coworkers:</h3><p>First off, know that they're acting this way because they're scared of you. You're a genuine threat to them. Note this and watch your back. Ignore their attempts to be pals and don't share crucial information with them, when possible. And report any serious duplicity to your boss.</p><h2>5. They suck up</h2><p>A good relationship with your boss is crucial. However, some people take that too far, focusing on impressing the higher ups rather than working hard and achieving results.</p><p>Even if they're a favorite among the higher ups, don't trust this kind of colleague to lift you up with them. The boss's pet will do anything - other than work hard at their job - to maintain their top spot.</p><h3>How to deal with suck ups:</h3><p>According to <a href="https://www.linkedin.com/pulse/20140612191820-122640494-how-to-deal-with-brown-nosers-bullies-wreckers-other-troublemakers-at-work">Jappreet Sethi writing for LinkedIn</a>, it's best just to ignore the bootlickers in your office and hope your boss is smart enough to determine which employees are truly valuable.</p><p style="padding-left: 30px;">"Yes, such behavior in others is disturbing at the workplace," Sethi explains. "However, you would do well to remember that they rarely get the results they want. Most managers do not mistake subservience for effectiveness. In fact, you should train yourself to ignore the bootlickers. Many enlightened employees have found that getting to know the brown-noser better on a personal basis can defuse the situation entirely."</p><h2>6. They don't care about your work-life balance</h2><p>This type of untrustworthy colleague may not be gunning for your career, but they're bad news nonetheless. This is the boss or coworker that always expects you to drop everything else in your life to accommodate work.</p><p>Of course, sometimes work <em>will</em> take precedence. This post just refers to the unyielding people in your office who do not respect your <a href="http://www.businessinsider.com/jobs-for-work-life-balance-2016-10">work-life balance</a>. Such people rarely have your personal or professional well being in mind.</p><h3>How to deal with coworkers who don't care about your work life balance:</h3><p><a href="http://money.usnews.com/money/blogs/outside-voices-careers/2013/11/27/how-to-handle-being-overloaded-and-overworked">In a US News and World Report article</a>, Alison Green broke down how to deal with a boss or an organization that's overworking you:</p><p style="padding-left: 30px;">"Pick a time when your manager isn't rushed and ask to talk about your workload," she wrote. "Explain that it has become unmanageable and why (for instance, that you've taken on the responsibilities of someone who left without anything being removed from your plate, or that a particular account has doubled in size in the last year). Explaining what's behind the workload increase can help because your manager may not be focused on the facts as you."</p><h2>7. They disrespect you</h2><p>If someone deems you unworthy of basic respect in the office, then you certainly shouldn't trust them with anything else. <a href="http://www.businessinsider.com/some-signs-your-coworkers-do-not-respect-you-2016-9">Signs of fundamental disrespect</a> include anything from threatening body language cues to stolen ideas to slander.</p><h3>How to deal with disrespectful coworkers:</h3><p>Talk to your boss if you're not being shown basic human respect at work. If management is part of the problem, consider bringing in HR.</p><h2>8. They'll do anything to get ahead</h2><p>If you're stuck in a workplace where anything goes, it's probably best to not place your trust in any one person. You don't want to be paranoid, but if an individual is determined to succeed at all costs, they won't hesitate to throw you under the bus.</p><h3>How to deal with coworkers who will do anything to get ahead:</h3><p>When dealing with such colleagues, it's important to just remember that, while they may not hold any personal grudges against you, they'll still sell you out if it's convenient for them.</p><h2>9. They're just a symptom of a negative workplace culture</h2><p>When it comes to untrustworthy coworkers, sometimes your colleagues are just a sign of a larger problem. Your company's work culture might be encouraging a dog-eat-dog environment. Consider the tone set by your organization's senior management. Are they setting you up for collaboration and support, or hypercompetitive backstabbing?</p><h3>How to deal with a toxic work environment:</h3><p>Dealing with individual coworkers is hard enough it can be next to impossible to change the way an entire organization operates. In most cases, it's probably best to cut your losses and start looking for work elsewhere.</p></div>    <div class="margin-top">        <h3>NOW WATCH: <a href="http://www.businessinsider.com/clinton-a-man-bait-with-tweet-trust-dnc-speech-donald-trump-2016-7">CLINTON: 'A man you can bait with a tweet is not a man we can trust with nuclear weapons'</a></h3>        <div>            <div>        <div class="ooyala-video-player" data-video-autoplay="false" data-video-id="w3a3kwNTE6qJ8gCXZT89G7ovXCMkfNVw" data-player-variable="ooyalapopvideo" id="ooyalaplayer_popvideo" style="width:1280px;height:720px"></div>        </div>        </div>            </div>

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Startups now are scaling up talent and hiring people with multiple skill-set

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4 Ways Bosses Screw Up Performance Reviews

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