Maier and Vidorno

Client Speak
LI Ping HR Director / BHS Corrugated Machinery(Shanghai) Co.Ltd

Strong support in recruitment
M+V is very professional in India HR market. They were able to provide us with strong support in our recruitment. We are satisfied with their service.

Falk Tzchichholz Sales Manager Export / Kjellberg Vertrieb GmbH

Incubation solution
With the incubation solution from Maier + Vidorno , we successfully placed our products in the Indian market and established valuable product market presence, which we can now build on further with our subsidiary

Andreas Dauerbock Quality Assurance / Voestalpine Grobblech GmbH

BIS registration project
The BIS registration project went smooth and efficient. We are very satisfied with the way the documentation, communication and inspection on-site was handled from the Maier+ Vidorno Team. We are happy to recommend working with M+V in India – with the expert’s advice you will need.

Rajesh Nath Managing Director / VDMA India Services Pvt Ltd German Engineering Association

Competent Partner
India has great investment potential for foreign companies if you manage the highly complex business environment professionally. Our experience shows – Maier+Vidorno is a competent partner to efficiently set up and run business.

Bjoern Becker Export Sales / Jumo GmbH & Co KG

Market Presence and Profitability
The cooperation of JUMO and Maier+Vidorno is a success story in India since 2008. Our sales, market presence and profitability in India shows constant growth. M+V knows about the challenges foreign companies face while doing business in India – and provides hands-on solutions.

Rene Pluss CFO, Member of the Board / Regent Beleuchtungskorper AG

Business Diagnostic and Implement Improvement
Maier+Vidorno understands business challenges in the Indian business environment and provides solutions with the help of its experts. M+V has experience in running business diagnostics and implement improvement and expansion strategies in various industries in India.

    Human-Resources-in-India-how-do-you-approach-employee-performance-management

    For foreign companies, finding a diligent personnel in India is often burdensome.

    How do you build a transparent business structure where employees can be open and honest while also being held accountable for the outcomes?

    Below we provide insights into employee performance management in India.

    In Europe, They will have an official meeting with their manager twice a year generally to discuss their performance in an assessment interview and a performance review. In most Indian companies, this happens only once a year. The Indian Annual Performance Appraisal is best compared to what we call the appraisal interview. The performance of the employee is assessed based on the company objectives set and achieved. If the assessment is positive, then it can be rewarded with a salary increase. But there is more than just a salary increase.

    Employee performance management in India is developing rapidly.

    In an Ideal employee performance management, organizational goals are shared with employees. Everyone can then define personal goals that help build the organization’s bottom line. It creates a sense of commitment to the company, the expectations for the employee are clear, and there is plenty of room for personal development. Because the employees themselves determine how they will achieve the goals, it creates confidence in employee’s knowledge and skills and boosts motivation.

    Working in the Indian culture and Employee performance management

    It’s vital to comprehend the Indian office culture before implementing the above to your business in India. As Michel Koopman, director at the Leela Palace Hotel in ‘Gurgaon’ explained to us earlier, there are several differences from our Western way of doing things. For example, in India, hierarchy is crucial in the workplace.

    Hierarchy is crucial

    The hierarchy establishes who makes important decisions and what tasks can and cannot be performed in certain positions. As a result, Indian workers are accustomed to following the boss’s orders and refraining from expressing feedback or criticism. In India, maintaining positive relationships with business contacts and employees is critical. Despite the hierarchy, this is also reflected in the workplace. There is more room for conversations about private life, and it is not uncommon for the entire office to be invited to a birthday or wedding party.

    The intertwining of work and personal life in India is also evident in the long hours Indians are willing to put in. It is not uncommon to be in the office late into the night to meet a deadline. is partly to do with time management. Getting to the office on time in the morning is almost impossible with the traffic in the big cities, but that is then compensated without sulking with extra hours in the evening.

    Furthermore, a performance review should be conducted more frequently than once or twice a year. For example, choose one long conversation and three shorter evaluation moments. This way you can test more often whether the way of working you envision is being taken up.

    How to express criticism during the performance review-

    • Always ensure that the conversation is conducted in privacy, so the employee cannot feel embarrassed in front of others.

    • Talk about some lighter, personal things first before you start the performance review, for example, ask about the employee’s family.

    • Pay attention to your body language during the interview, avoid closed postures such as arms over each other or hands at your sides, and constructively share your criticism.

    • The criticism must be explained as clearly as possible, so that the employee does not see it as a personal attack, but immediately knows how this can be handled differently in the future.

    As KPN manager Jasper Fortuyn told us earlier, “That’s one of the aspects of Indian culture that you have to embrace, because you just can’t change it.”