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PROCESS
The RFS Cycle
The RFS Cycle
The Reach for the Stars (RFS) is a process that starts in June and ends in May every year; this process includes Majorly 3 stages:
➀ REFLECTION & REVIEW
The Reflection and Review is the final stage which not just closes the RFS Cycle for the year but also helps the individual to reflect on that particular year's journey and how they experienced the year, and what changes one has observed as an individual on a work level, mindset level, experiences level.After the reflection there is a Review, which is a self-review followed by a Managers review; the purpose of this is to go through every goal we set for the year and see how we achieved those, what challenges we faced, and what achievements we celebrated. This will help in analyzing the round-the-year performance with reference to the goals one set at the start i.e. in the month of June.
Months : April–May
➁ GOAL SETTING
In Quest, we set our Goals for the year to make sure, we are not just working on organizational growth but at the same time, we are focusing on our personal learning and growth. You set your goals under different KRA's according to the role you have in Quest; these KRA's are designed according to the role requirement as well as your learning and growth perspective in the coming future.When you set your Self Learning goals you don't only look at your current role, but you also consider your future aspirations. For that, you learn not only through online courses, but also through On-job training, Workshops, seminars, peer to peer learning.
Months : June–July
➂ ACTION & LEARNING
This is round a year process because learning is what you do around the year, from your goal setting to annual Reflection & Review. As an individual, you work on your KRAs and Goals, which you set for yourself in the goal-setting process, and you work on your self-learning goals. In this process, in Quest, we believe that it's good to reflect on goals to see how we are going, and if there is any change or support needed, it's time to call out that; we call this mid-year reflection as Pitstop. (Why Pitstop? Hint: Search on Google "what Pistop is for F1")Same time we also collect feedback from our peers, team members, and Managers to understand the scope of improvements and to see the things we are doing great, We call it, 360 Degree feedback.
Months : November–December
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