What does TraitQuest mean? If you break it down and look at the core words, ‘Trait’, is a distinguishing characteristic or quality of one’s personal nature and ‘Quest’ is the search for something precious. We aspire to be the leading performance management system and regional benchmark for talent identification and development in Asia and globally. Our solutions aim to set a benchmark of excellence in workplace engagement focusing on people development and empowerment, as well as, demonstrating how HR integrates seamlessly with Tech in the new millennium.

TraitQuest aims to bridge the gap between employee and employer relationship - by managing performance, engaging employees and retaining talents. Our continuous efforts leverage on data-driven decision making, derived traits profiling, workplace gamification via a well-rounded multi-level engagement platform, will ensure the organizations we work with are always at their top level of productivity!

The Gap

There are critical moments in our careers where our work performance is judged, criticized, reviewed and appraised. These are the very moments where we have sleepless nights and are fraught with worry. I was one of those nail biters when it came to my appraisals and performance reviews. It made me ponder on some questions - was it really constructive, helpful or necessary? Did it help the employees become more productive?

I previously worked with several MNCs across South East Asia. It was a norm to have my performance appraised at the end of the year, sometimes twice a year. I hated it for the fact that it was so subjective and not personalized! I had to be at my best behavior with my manager and be in his good books a few months before my review. It’s very likely that your VPs, direct managers or bosses would most likely remember events where you ‘screwed up’ in the recent months before your review rather than your ‘achievements’ – which is automatically expected of you. It’s that time of year where some managers haphazardly go through the exercise and get their staff to sign off on it just to get it off their to-do list. It’s moments like these that raises the question of how productive performance appraisals really are in helping employees improve themselves or set higher performance standards for the coming years.

As such, we feel that performance management should be done regularly, i,e. monthly, to ensure that the employees progress is documented throughout their career with the organization. Being both an employee and manager to other employees myself, my motivational drive to stay with the organization are to contribute, excel, climb the ladder and be recognized for my contributions. It can be a real pain to orchestrate this without a proper system and managing platform. After all, employee development is an ongoing process that is best managed via an automated system that flags the necessary trainings required to the managers whilst keeping track of whether the employees are meeting their KPIs.