VIDEO CONTENT REVIEW
VIDEO #1: How Do You Measure Success? By Simon Sinek
(https://www.youtube.com/watch?v=nyqLJSclNb4)
Erchel Suzanne P. Senadre
BSMA 4B
Email Address: senadree@gmail.com
Carlos Hilado Memorial State College - Fortune Towne Campus
Subject: Performance Management System (PERMAS)
Date: November 23, 2021
Overview of the Video
In this video, the speaker which is Simon Sinek explains about the standard
metric an organization uses in assessing their employees’ success is somewhat to be
are incomplete. Why should an organization focus on measuring the momentum of
the employees in achieving the goals of the organization instead of the focusing only
on the outcome. Also, he explains the difference between the performance and trust
when it comes to work.
Selected Segment for Discussion
00:05 -
Standard Metrics
02:29 -
Measuring Momentum
05:20 -
Difference Between Performance and Trust
Discussion of Segments
00:05 - Standard Metrics
Every organization has a standard metrics to measure success that they have
been using. Wherein this metrics only assess the performance, skills and talents of the
employees. In the talk of Simon Sinek, he emphasize that the metrics each
organization uses to measure success aren’t wrong but they’re just incomplete. He
explains that an organization are just looking at the outward appearance of the
employees. Although employees with high performance, skills and talents are
important in an organization, they should also assess the behavior and attitude of their
employees.
02:29 - Measuring Momentum
In the video, Simon Sinek criticize the way companies or an organization
gives reward. It is very common in every company to give the leaders or managers
quota or target to reach within a certain period of time. This has always been a
standard practice, where leaders or managers who reach the given quota or target will
be rewarded regardless of the methods they use or whether they perform well or bad
throughout the process of achieving it. While those leaders or managers who could
not achieve the given target but performed slowly but grows in a stable manner aren’t
been rewarded. Simon Sinek, insinuated that he would prefer to concentrate on the
momentum or the process of how they achieve their goals. And with this thought, he
propose to give the said reward to those managers who perform in a stable manner. It
is important to see the momentum they built rather than basing it who achieve the
goal with an up and down momentum. Growing in a stable momentum will help the
company in its long run and could give more value while growing in an unstable
momentum will be bad for the company.
05:20 - Difference Between Performance and Trust
In this portion, Simon Sinek talks about the difference of performance and
trust in a team. He explained by citing an example about the Navy SEALs, wherein
they goes on an rigorous training to hone their skills and expertise. One of the things
Simon Sinek learned from the SEALs is the use of the 2-axis matrix. The y-axis
measures performance while the x-axis measures trust. He said that if you ask these
SEALs who would they want to team up with, they would prefer a leader that may not
be the top performer but is trustworthy. When it comes to business, the management
should not just look how well an employee perform but as a manager, you should
know if they are trustworthy. Trustworthy enough to do a task given to him/her, to
show respect and honesty to others. If a company operates with trust, growth and
success will be achievable. In addition, trust will help the team in executing and
performing well in each operations, efficiently and effectively. Performance and Trust
must go well together in order to create a high-performing team.
Stakeholder’s Analysis
Business Owners
These insights from the video is significant to the business owners for the
topics discussed will be helpful in managing the business well. The need to change
the standard way they evaluate their employees and start to establish a team with
skills, experience and expertise, and of course, a team founded on trust. Improve the
performance of employees and building trust would help in balancing the company
and keep toxicity away.
Business Employees
These insights would also be beneficial to business employees to keep them
motivated and helps them propel to a greater heights. This change in evaluation
matrix will help in giving proper credit to those employees who work efficiently and
effectively in a stable manner.
Community, Society/Government
This will be significant for the community, society and government for if these
changes were implemented in an organization, there will be a stable growth and it will
help in increasing the economic growth of a country. Thus, there will be more job
opportunities that will open up and a stable income for the community.
Alignment to the Sustainable Development Goals
The message of the video is somehow aligned to the number eighth
sustainable development goals stated by the United Nations which is to have a decent
work and economic growth. Where it aims to promote a sustained, inclusive and
sustainable economic growth, to have a full and productive employment and provide
decent work for all. Through developing the evaluation matrix an organization use, it
will then be a big help in motivating and giving proper credit to the employees who
work efficiently and effectively to achieve the goals of an organization.
VIDEO #2: Performance Management Opportunities During COVID
by Herman Aguinis
(https://www.youtube.com/watch?v=V5G2b5oO-oE)
Erchel Suzanne P. Senadre
BSMA 4B
Email Address: senadree@gmail.com
Carlos Hilado Memorial State College - Fortune Towne Campus
Subject: Performance Management System (PERMAS)
Date: November 23, 2021
Overview of the Video
The video is about the importance of performance review amidst COVID.
Why performance review should still be conducted and how it will help in monitoring
the employees’ improvement and performance. It also discusses the best practices an
organization can use as an antidote for the problems arising from performance
management.
Selected Segment for Discussion
00:48 -
Performance Management After COVID
01:28 -
Performance Management as an Antidote
02:45 -
Measures of Performance as Results
Discussion of Segments
00:48 - Performance Management During and After COVID
During pandemic, most companies said to abandon performance review and
performance ratings. This must have been a bad idea for the organization may not
have their basis or a document that can support their decisions in promoting and when
aligning employees to a specific job that can help in achieving their future goals.
Performance management should still continue despite there is a pandemic.
Reviewing and rating employees is necessary especially that there is a limited
interaction between employees that may cause biases within the organization. The
organization should measure the performance of each employees fairly without any
type of biases.
01:28 - Performance Management as an Antidote
As Herman Aguinis stated, as a manager they have great opportunities for
them to make a difference in the organization using the performance management.
They should make sure that performance management does not change its meaning
even though there is no money or pay increase involved. Performance management
can help in developing and improving the career paths of the employees that may help
the organization in the future. Asking for feedback should also be included in solving
performance management issues. Knowing the thoughts of the employees will be
helpful in monitoring the progress of the organization. Also, conducting a regular
interview to each employees to know if they are being treated well and to avoid
employees from resigning especially the ones on the top management.
02:45 - Measures of Performance as Results
It is always a question that is it necessary to measure the performance of the
employees in the results they achieve? Managers should base their evaluation not just
only on the results an employee gets but on what he/she did or the process he/she
gone through in order to achieve their goals. In implementing and designing the
performance management systems, the organization should make sure that it is made
with fairness and practical that can benefit the organization.
Stakeholder’s Analysis
Business Owners
These insights were beneficial to the business owners for with the aid of this
they may know the importance of performance management in an organization. How
these performance review and performance ratings guides organizations in making
decisions such as, promoting and job assigning.
Business Employees
This will be significant to business employees for they will have a way to
monitor their performance in the organization and to know what they have to do to
further improve their skills and widen their experience.
Alignment to the Sustainable Development Goals
The message of this video is aligned to the number eighth sustainable
development goals of United Nations that insinuate to have a decent work and
economic growth. Performance management plays an important role in keeping the
organization sort works that is appropriate to each employees. It also benefits the
organization to identify those employees who are worthy of promotion. Performance
management also helps the employees in improving their career paths that will assist
in the economic growth of an organization.