Dtac staff now rated on strengths, not weaknesses
Dtac has announced the implementation of a new strengths-based development programme for its employees.
The system encourages managers to coach employees on their strengths and supports the company’s digital transformation to a more project-based way of work.
The system aims to produce higher engagement and self-motivation among employees.
Strengths-based development represents a radical departure from traditional annual reviews, which rate employees based on key performance indicators (KPIs).
This remain the most commonly used performance-management system among Thailand’s large corporations, said Chief People Group Officer Nardrerdee Arj-harnwongse.
“Dtac’s new strengths-based development is much better suited to an agile, digital and cross-functional workplace.
“Strengths-based development allows us to focus on how each employee can add more value to the company. It’s forward-looking and it’s positive. We’re looking for what’s right, not what’s wrong, in our employees,” said Nardrerdee. “The feedback has been really good. It makes the conversation between managers and employees easier and more constructive.”
Strengths-based development focuses on individual employees rather than ranking them against one another, promotes ongoing feedback and coaching that can be provided quickly, provides a 360-degree view, not just the opinion of one manager, and focuses on growing in the future, rather than dwelling on how employees behaved in the past.
