Hi All
This is very new situation for me and quite difficult too. In our company there are 5 people in HR Department. Since I am in HR I have processes Appraisal for everybody else in the company excluding HR people as they were not coming in appraisal cycle that time. Now the time has got over and they are asking for appraisal. I am directly link to Director of the company.
When I am asking her for the same, she is delaying it again and again. There could be a possiblity that she might be thinking after getting appraisal they will make a move to different company
I don't know what to do in that case.
Do let me know if you have any suggestions / comments.
Regards
Sujata
From India, Faridabad
3This is very new situation for me and quite difficult too. In our company there are 5 people in HR Department. Since I am in HR I have processes Appraisal for everybody else in the company excluding HR people as they were not coming in appraisal cycle that time. Now the time has got over and they are asking for appraisal. I am directly link to Director of the company.
When I am asking her for the same, she is delaying it again and again. There could be a possiblity that she might be thinking after getting appraisal they will make a move to different company
I don't know what to do in that case.
Do let me know if you have any suggestions / comments.
Regards
Sujata
From India, Faridabad
Hi Sujata,
How r U? I hope u r doing fine...
OK now a small suggestion would be u got to tell ur director he cant live in a world of insecurity. If he feels that delaying appraisals would increase the chances of his people staying long...then he is WRONG!!!!
Infact this action will have a negative effect. Even if ur employees are not looking out for a change they will start doing it since the management has not fulfilled their commitment.
So before things turn worst u should tell ur mananegemtn that they should finalize on the increments/confirmations if he want a good professional environment.
Otherwise people will not trust the management.
Regards,
Pooja
From India, Pune
How r U? I hope u r doing fine...
OK now a small suggestion would be u got to tell ur director he cant live in a world of insecurity. If he feels that delaying appraisals would increase the chances of his people staying long...then he is WRONG!!!!
Infact this action will have a negative effect. Even if ur employees are not looking out for a change they will start doing it since the management has not fulfilled their commitment.
So before things turn worst u should tell ur mananegemtn that they should finalize on the increments/confirmations if he want a good professional environment.
Otherwise people will not trust the management.
Regards,
Pooja
From India, Pune
Hi Sujata
Salary is a sensitive issue.
Since you are close to the director you need to take care of your people too.Try to wipe out the misconception as soon as possible and make your director realise that if one has decided to leave the company then no one can stop him in doing that.JUs nt increasing the pay may become the reason for their leaving the company. Money is one of the biggest motivating factor for employees.make this understand to your director.
If possible ask the employyes too to ask the director time to time
Regards
Megha
From India, Calcutta
Salary is a sensitive issue.
Since you are close to the director you need to take care of your people too.Try to wipe out the misconception as soon as possible and make your director realise that if one has decided to leave the company then no one can stop him in doing that.JUs nt increasing the pay may become the reason for their leaving the company. Money is one of the biggest motivating factor for employees.make this understand to your director.
If possible ask the employyes too to ask the director time to time
Regards
Megha
From India, Calcutta
Hi Sujata,
Performance Appraisal is not a tool to decide the monetary benefits alone. This point should be emphasized in no uncertain terms to your Director and let her realise that if we do not evaluate the performances of employees (number is quite irrelevant) periodically, the organization will be at a loss and its employees become directionless. As a HR professional, the responsibility of convincing your superiors lies on your shoulders and this is where all your skills and abilities come into picture. All non-HR professionals especially the people who are technically sound do not give much importance to HR systems and practices and here the role of HR professional assumes greater significance to convince and make the superiors accept the importance of HR systems as a whole.
Good luck!
PRADEEP
From India, Hyderabad
Performance Appraisal is not a tool to decide the monetary benefits alone. This point should be emphasized in no uncertain terms to your Director and let her realise that if we do not evaluate the performances of employees (number is quite irrelevant) periodically, the organization will be at a loss and its employees become directionless. As a HR professional, the responsibility of convincing your superiors lies on your shoulders and this is where all your skills and abilities come into picture. All non-HR professionals especially the people who are technically sound do not give much importance to HR systems and practices and here the role of HR professional assumes greater significance to convince and make the superiors accept the importance of HR systems as a whole.
Good luck!
PRADEEP
From India, Hyderabad
Hi Pooja, Megha & Pradeep
I have already told this thing to her. She is saying let them wait for sometime as they would not leave the company before getting appraisal as everybody wants to earn more.
I shall try again to convience her.
Thanks for your suggestions.
Regards
Sujata
From India, Faridabad
I have already told this thing to her. She is saying let them wait for sometime as they would not leave the company before getting appraisal as everybody wants to earn more.
I shall try again to convience her.
Thanks for your suggestions.
Regards
Sujata
From India, Faridabad
Hi Sujata,
Even I have faced such a problem , same situation, but i was contacting Marketing head for his team.
But I have asked thrice directly when i met him for other job & sent 3mail with interval of 4-5 days. But I didn't get the reply.
Finally I have sent message(through IP - chatting),
Myself: let me know the status of the Appraisal due on your desk,
Boss: i will do reply later.
Myself: Please give your feedback at the earliest, since the people are sending me reminder & checking me often. i was not able to reply them.
Let me know the reason for pending.
Boss: we can revise them later, let me findout their sales in this quater end
Myself:Sorry sir, we can't keep vague for long, atleast we have to inform them this appraisal will be done on so&so date. so that they will be clam. Otherwise they will thinking or worried about it for ever. Its better to inform.
Boss: I have sent mail to all.
Then he has sent amail to all, that ur appraisal will be done on so date.
So sujata u have to get the things done. Doing revision immediately may not in our hands but we can get the things clear.
If the boss sent such mail or information,or if u got the message & send mail copy to ur boss mail ID all.
So that ur team will not be question you.
Ur team might have think that u have not intiated or reminded/urged ur boss . So if you clear that it was brought to Boss' notice & it was kept hold intentionally then they will not question u.
I think the above is ur situation if i am not wrong.
Thanks & regards,
ramya Shankar
From India, Pune
Even I have faced such a problem , same situation, but i was contacting Marketing head for his team.
But I have asked thrice directly when i met him for other job & sent 3mail with interval of 4-5 days. But I didn't get the reply.
Finally I have sent message(through IP - chatting),
Myself: let me know the status of the Appraisal due on your desk,
Boss: i will do reply later.
Myself: Please give your feedback at the earliest, since the people are sending me reminder & checking me often. i was not able to reply them.
Let me know the reason for pending.
Boss: we can revise them later, let me findout their sales in this quater end
Myself:Sorry sir, we can't keep vague for long, atleast we have to inform them this appraisal will be done on so&so date. so that they will be clam. Otherwise they will thinking or worried about it for ever. Its better to inform.
Boss: I have sent mail to all.
Then he has sent amail to all, that ur appraisal will be done on so date.
So sujata u have to get the things done. Doing revision immediately may not in our hands but we can get the things clear.
If the boss sent such mail or information,or if u got the message & send mail copy to ur boss mail ID all.
So that ur team will not be question you.
Ur team might have think that u have not intiated or reminded/urged ur boss . So if you clear that it was brought to Boss' notice & it was kept hold intentionally then they will not question u.
I think the above is ur situation if i am not wrong.
Thanks & regards,
ramya Shankar
From India, Pune
Sujata
Well...first of all, having Performance Evaluation or Appraisal is never a confirmation that there will be increase in salary.
Performance Evaluation is done to evaluate the performance of the person. I don't know why your Director is so insecure. You can never solve a problem by running away from it...you can only solve it by facing the problem.
She can prolong the Evaluation for one month or three month, even more...the more she will delay the process…the more there will be chances for employees to leave after appraisal.
Hope this will help.
Regards
Sanjeev Sharma
From India, Mumbai
Well...first of all, having Performance Evaluation or Appraisal is never a confirmation that there will be increase in salary.
Performance Evaluation is done to evaluate the performance of the person. I don't know why your Director is so insecure. You can never solve a problem by running away from it...you can only solve it by facing the problem.
She can prolong the Evaluation for one month or three month, even more...the more she will delay the process…the more there will be chances for employees to leave after appraisal.
Hope this will help.
Regards
Sanjeev Sharma
From India, Mumbai
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
HR department.zip
Setup HR Department.doc