Here is my situation.6 months i worked in India and 6 months in US(india payroll). First 6 months i was under manager 1 and second half(6months) in another team under manager2 . Logically both 1&2 comes under same umbrella under same senior manager.
It also means appraisal cycle first half is with manager1 and second half with manager2
I kind of felt they wouldn't allocate budget for me since i am in US .so i did my home work and send all work what i did ,appreciation mail from customers etc two months in advance to the all managers and senior managers and even called for a 1:1 with my new manager to review my work.
Now comes appraisal cycle .
i was expecting both managers to do my review and rate me.From the meeting i understood they did not hav any communication to decide my rating.
First manager said this is my rating and 5% hike.
Second manager said i am doign GREAT JOB and no complaints,no improvement suggestions.
then i asked why 5% .Reason was i am over paid compared to all the peers.
I used to get 15%+ on regular basis, so 5% was kind of odd number for me.
I said i am not happy, and they arranged a call wtih Sr manager. as expected he said same ,its an act of re balance , i am over paid compared to peers etc..
Now i have an option to move to director,HR etc.. But Sr manager says that wouldnt help much since its a direction from top management.
Now I am confused to escalate further or not.I have good relationship with all these managers to i am confused if i fight my case further.
any advise ? Thanks for your time.
From United States, Boston
It also means appraisal cycle first half is with manager1 and second half with manager2
I kind of felt they wouldn't allocate budget for me since i am in US .so i did my home work and send all work what i did ,appreciation mail from customers etc two months in advance to the all managers and senior managers and even called for a 1:1 with my new manager to review my work.
Now comes appraisal cycle .
i was expecting both managers to do my review and rate me.From the meeting i understood they did not hav any communication to decide my rating.
First manager said this is my rating and 5% hike.
Second manager said i am doign GREAT JOB and no complaints,no improvement suggestions.
then i asked why 5% .Reason was i am over paid compared to all the peers.
I used to get 15%+ on regular basis, so 5% was kind of odd number for me.
I said i am not happy, and they arranged a call wtih Sr manager. as expected he said same ,its an act of re balance , i am over paid compared to peers etc..
Now i have an option to move to director,HR etc.. But Sr manager says that wouldnt help much since its a direction from top management.
Now I am confused to escalate further or not.I have good relationship with all these managers to i am confused if i fight my case further.
any advise ? Thanks for your time.
From United States, Boston
I have seen a general practice that people working onsite (Indians working aborad) are getting 5-8% of salary hike.
This is considering that they are earning in dollars and that itself is big incentive. Your saving onsite is multiplied by dollar conversion rate when sent back to india.
People working offshore and fighting inflation here gets 10-20% of hike,
i believe that this action is justified.
From India, Mumbai
19This is considering that they are earning in dollars and that itself is big incentive. Your saving onsite is multiplied by dollar conversion rate when sent back to india.
People working offshore and fighting inflation here gets 10-20% of hike,
i believe that this action is justified.
From India, Mumbai
Well, you can definitely disuss it with your seniors but most likely you will get same response.
You have right to question them. Escalation is not harmful if done as per process & in humble manner. Your seniors will not get offended.
Its always good to try. :-)
From India, Mumbai
You have right to question them. Escalation is not harmful if done as per process & in humble manner. Your seniors will not get offended.
Its always good to try. :-)
From India, Mumbai
Normally, performance appraisal at the end of the year should be done by the Manager to whom you were reporting at that time (unless you have been told that your Manager in India is the Primary Manager ie, your designated Appraiser). In either case, the one authorized to initiate your appraisal is supposed to collect performance inputs from the second manager (for the period served under him/ her). You, as the Appraisee, are not required to send such performance inputs to anyone. That is what happens in mature organizations. These days software support systems like 'EmpXtrack' are available which enable the reporting manager (Appraiser) to collect on-line inputs (in writing) from the second manager (and from other managers, if required) about your performance record while serving with them.
While I agree with the other experts (who have given their opinions above) that no useful purpose will be served in raising the issue, but you can certainly clarify with your HR how the current system works. You are welcome to share my comments with HR so that they are aware about the modern tools which enable refinement of existing processes to make them more objective & employee - sensitive.
From India, Delhi
While I agree with the other experts (who have given their opinions above) that no useful purpose will be served in raising the issue, but you can certainly clarify with your HR how the current system works. You are welcome to share my comments with HR so that they are aware about the modern tools which enable refinement of existing processes to make them more objective & employee - sensitive.
From India, Delhi
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Employee Appraisal Form new.doc