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    • A venture of Uberlife Consulting Pvt. Ltd., Silverpeople offers holistic people search and recruitment solutions. We strive to become ‘service provider of choice’ to our esteemed clients, including leading multinational corporations to medium and promising small enterprises, in selected industry verticals.
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      Silverpeople, a venture by Uberlife Consulting Pvt. Ltd., offers complete recruitment solutions for all hiring / head hunting... Read More

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      Vikas Garg
      Mr. Garg holds an MBA from Indian School of Business and... Read More

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      We are continuously looking out for smart people with common sense, passion, and integrity. People who can think of new... Read More

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      We strongly believe in the gesture of ‘GIVING BACK’ and have pledged to keep aside a fixed % of our net earnings, and... Read More
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      Top talent is Silvereople’s high end recruiting solution that offers exclusive service to those at the top. Focus here is on CXO and one level below executives. This vertical addresses requirements of diverse organization across industries for talent that is critical... Read More

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      We have multiple positions across function open, besides these there exist many other roles, pls. submit your CV to candidate@silverpeople.in if you are exploring a new opportunity... Read More
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      Uberlife Consulting Pvt. Ltd.
      6/90, Padam Singh Road,
      Karol Bagh, New Delhi-110005
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      202, Brigade Metropolis Arcade,
      Mahadevpura, Whitefiled ITPB Main Road,
      Whitefield, Bangalore-560048
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      Omaxe Plaza, Sohna Road,
      Gurgaon 122001
      Email: enquiry@silverpeople.in      Phone: +919620439053/54, 080-22652209
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Should you promote potential or performance?


Predicting potential is a high-stake game. The fallout from promoting someone wrongly can be disastrous, both for the individual and the company. So, how do you choose the right person? Some organisations think of potential in terms of immediate performance in the next role, while others see it as a talent, long-term quality that needs to be nurtured to provide leadership in the future. 

Whether organisations are assessing short-term suitability or long-term potential, there are three questions that must be asked:

  1. Are they ready? 
    Does the person have the hard skills, knowledge and experience required for the role into which they will be moved? Developed through education, training and career experience, readiness is necessary for achieving effective performance. 


  1. Are they willing? 
    Does the person want to rise in the organisation? Can the organisation adapt to the person's needs? Given the ever-increasing pace of corporate life and rising standards of living, people are increasingly choosing to balance their work and life, rather than single-mindedly pursue careers.


  1. Are they able? 
    Does the person possess the 'soft' characteristics, the underlying personal traits required by the specific role or organisation? Some of these are the inherent qualities of the individual, while others can be developed through career experience and coaching. It is these deeper, more personal factors (also known as competencies) that provide the foundation for performance at a superior level. 


Source hrdaily.com


Five ways to motivate yourself at work


Be with go-getters

To motivate oneself, Priya Kumar, author and motivational speaker, believes you need to surround yourself with achievers. If you have a few top performers in your friends' list, you can't help but be motivated. Kumar has a large friends circle of super achievers, business owners, singers, actors, sportsmen, and she believes that just a phone call with them, or a coffee with them pumps in the inspiration and motivation that lasts days and has a positive impact on her performance. People don't choose their company wisely. Having a good personal rapport with your seniors and bosses or even senior colleagues from other or-ganisations keeps you motivated. These are real people and their suc-cess and drive inspires and fuels your own. Keep the company of achievers and you will see the impact in your own performance.


Set your own benchmarks

Acknowledgement of your good work does you a world of good, says Asit Mohapatra, director, human resources - textiles, Raymonds. Com-parisons by others are at times unrealistic, making you feel worthless. Set your own goals keeping in mind what is expected of you at work and deliver more. Strike off those you have achieved - this will not only motivate you but also encourage you to perform better at your job.

Think of the present

It does not help thinking of past failures; they will just pull you down further. Instead, focus on the task at hand and find methods to excel at it, says E Balaji, MD, CEO, Mafoi Randstad. Find a mentor who you can confide in and then find a new way to approach the same role. Think-ing of the present will cement your decision on whether you want to continue in the present job profile or look for something different. Learning from mistakes and gauging the present situation can allow you take an informed step for your future endeavours, says Balaji.

Keep your focus clear

Make your presence felt by achieving targets, especially those outside expected goals, says Sanjay Bali, GM, HR, Samsung. Enrolling in a learning and development programme organised by the company will give you a fresh perspective and set new standards for your own per-formance. A company review also will help you focus on your weak points and encourage you to improve, says Bali.

Stay curious

If you aren't tuned into the changes and developments in your work-place, you are definitely losing out on opportunities. A change of role can help boost your confidence and urge you to excel at the task at hand, says Mohapatra. Thinking you know it all is the biggest faux pas you can make. Chances are you will feel complacent and demotivated sooner if you think you know everything there is to know about the job you have been assigned. Keep a balanced approach to your work, and don't let negative thoughts mar the chances of letting the positive as-pects help your growth prospects  

Source: economictimes/indiatimes.com