my apology, i wanted him to understand the gravity of the situation he is in,what i meant to say is, mgt used P.E as a way to get him, if u refer to what he said earlier, he said he did something to them back then which they ddnt like at all, so now they are getting even with him. i wanted him to understand that termination on the grounds of incompetency is always very hard to win, coz it is the mgt themselves who evaluated him, yet he was given the chance to improve himself, still they said he cldnt perform( not to me...but mgt saw it like that).. those are enough evidence to terminate him. you can see mgt followed all the procedures required for such ground of termination so that , once they do it they will face no penalty at all. Am talking through experience here.
From Tanzania, Dar Es Salaam
3From Tanzania, Dar Es Salaam
The rating was disclosed by the manager covertly to 2 of his employees (including me)to the their official mail id.The other employee has resigned due to the same "I" rating.
All the rest of the three appraisals were given as "G" rating. and this is the last one where i have been rated as "I"
my manager was first time given the chance in the company to be the reportee of 4 employees.Three of the employees has already resigned(including me).This is the first time happened in the organization history for the first time in the company.
From India, Bhubaneswar
All the rest of the three appraisals were given as "G" rating. and this is the last one where i have been rated as "I"
my manager was first time given the chance in the company to be the reportee of 4 employees.Three of the employees has already resigned(including me).This is the first time happened in the organization history for the first time in the company.
From India, Bhubaneswar
He said "seek revange for what he did back then" was in the contaxt when he initiated the Investigation against the tampering & rating, not before the P.E. Your statement gives an idea that P.E was the end result of what ever he has done (Investigation), which is not true.
Presumeably the Manager is quite influential. What document was given as a result in the performance improvement plan (PIM). Have you shared these docs. ie Mail with G rating & the PIM result with the Investigation team.
From India, Bangalore
Presumeably the Manager is quite influential. What document was given as a result in the performance improvement plan (PIM). Have you shared these docs. ie Mail with G rating & the PIM result with the Investigation team.
From India, Bangalore
Hello Rinku, I had been following the details you have provided with regards to your forced exit. I dont want to be illogical in explaining things to you but, let us say , you are the employer and you dont want an employee to say in your organization. What ever may be the circumstance, you will throw the individual out of the organization. And with regards to the legal obligations that would have supported you are of no use in India what i have seen over my years of experience. It is a bit demotivating to hear such things, but better to face the truth than to live on empty hopes and expectations. Please remember what i am talking about is the valuable time you can invest in looking for better opportunities.
Every other proof you are going to accumulate with regards to your experience are in the possession of your company. Your peers, subordinate, files, clients and documents everything. I can give you sympathetic views but every thing in in your office seems to be occurring without any response to what your are trying to show or justify. Trust me on this, 4 years is a good number to get a new job and profile. And please dont think that other companies would comply with what this company would quote about your performance after the interviews or discussion that would take place in the future course of time in other organization. You have the talent and experience, you can grow in other set-ups. There is nothing left in winning this battle against of this company. If you really want to show what wrong they have done, then join a competitive setup and help regain your position and experience in lieu of the company standards. I am saying this out of my own experience that matches with that of yours.
Regards
Good Luck
From India, Mumbai
Every other proof you are going to accumulate with regards to your experience are in the possession of your company. Your peers, subordinate, files, clients and documents everything. I can give you sympathetic views but every thing in in your office seems to be occurring without any response to what your are trying to show or justify. Trust me on this, 4 years is a good number to get a new job and profile. And please dont think that other companies would comply with what this company would quote about your performance after the interviews or discussion that would take place in the future course of time in other organization. You have the talent and experience, you can grow in other set-ups. There is nothing left in winning this battle against of this company. If you really want to show what wrong they have done, then join a competitive setup and help regain your position and experience in lieu of the company standards. I am saying this out of my own experience that matches with that of yours.
Regards
Good Luck
From India, Mumbai
Hi Rinku,
From what you've mentioned, it seems the manager has deliberately done this to both of you. It is a human tendency (excluding exceptions & professionalism) to proclaim high ratings to juniors before the actual ratings are declared hence the juniors have sense of pride and security for their managers. When the actual ratings are different from the one quoted they pass the responsibility on management saying normalization was done which was not informed to them.
Even when the performance review are from bottom to top, such trick helps the managers to get good ratings from juniors (as they know their rating, they'll boost their managers like God which improves their rating).
The only thing you have in your favor is the mail mentioning "G" rating. Basis that you can have a say but nonetheless you've taken your stand to move. If all three of you would have taken this point together probably you had fair chances to gain.
Like mentioned in earlier post, manager seems to be influential that is why things moved the way he wanted.
Anyway, it is said every mistake gives some experience and this will surely help you to take correct decision and act cautiously in future.
Regards,
Hiral
From India, Ahmedabad
From what you've mentioned, it seems the manager has deliberately done this to both of you. It is a human tendency (excluding exceptions & professionalism) to proclaim high ratings to juniors before the actual ratings are declared hence the juniors have sense of pride and security for their managers. When the actual ratings are different from the one quoted they pass the responsibility on management saying normalization was done which was not informed to them.
Even when the performance review are from bottom to top, such trick helps the managers to get good ratings from juniors (as they know their rating, they'll boost their managers like God which improves their rating).
The only thing you have in your favor is the mail mentioning "G" rating. Basis that you can have a say but nonetheless you've taken your stand to move. If all three of you would have taken this point together probably you had fair chances to gain.
Like mentioned in earlier post, manager seems to be influential that is why things moved the way he wanted.
Anyway, it is said every mistake gives some experience and this will surely help you to take correct decision and act cautiously in future.
Regards,
Hiral
From India, Ahmedabad
Rinku,
Everything said by the other posts are right & that’s how it has been in many scenarios. Very few fight back when they are rigidly right. With the Initiation of Investigation it proves you did not have anything to hide.
Even winning the battle may not get back the same job & even if it may, it is not right for you to go back to the ditched organization. It’s to prove your capabilities/Humiliation in the friend circle & may be ur manger.
The only reason to say fight back is that, this removal of employees should not be a trend in future, but should be a last resort to the company & to the right candidate. HR has a policy that Approx25-15% in a team should be given rating as "below expectation" or I (i) rating which is not correct. These are majorly in Indian companies. Few policies should change for good.
The relation between company & employee should be like parent & children. Both should grow. Not that just because of a single manager the whole company gets a bad name.
I also request you to reveal the company name also, so that, peoples know where not to put their legs into, but I know many may object for it.
Since many have different thoughts & experiences, its left you to go ahead..
All the best.
From India, Bangalore
Everything said by the other posts are right & that’s how it has been in many scenarios. Very few fight back when they are rigidly right. With the Initiation of Investigation it proves you did not have anything to hide.
Even winning the battle may not get back the same job & even if it may, it is not right for you to go back to the ditched organization. It’s to prove your capabilities/Humiliation in the friend circle & may be ur manger.
The only reason to say fight back is that, this removal of employees should not be a trend in future, but should be a last resort to the company & to the right candidate. HR has a policy that Approx25-15% in a team should be given rating as "below expectation" or I (i) rating which is not correct. These are majorly in Indian companies. Few policies should change for good.
The relation between company & employee should be like parent & children. Both should grow. Not that just because of a single manager the whole company gets a bad name.
I also request you to reveal the company name also, so that, peoples know where not to put their legs into, but I know many may object for it.
Since many have different thoughts & experiences, its left you to go ahead..
All the best.
From India, Bangalore
I fully agree with Mr. Bhatia.
You cannot fight against an Organisation; it is like a rat trying to drill a tunnel in a mountain. It is always better to get things done informally in the initial stages itself. If you feel that the odds are against you, it is better to work elsewhere, where your work is recognised, the appraisal process is transparent, where there is genuine grievance redressal system is operational.
Better to quitely search for another job quickly and then put in your papers.
Best wishes
NK Sundaram
From India
You cannot fight against an Organisation; it is like a rat trying to drill a tunnel in a mountain. It is always better to get things done informally in the initial stages itself. If you feel that the odds are against you, it is better to work elsewhere, where your work is recognised, the appraisal process is transparent, where there is genuine grievance redressal system is operational.
Better to quitely search for another job quickly and then put in your papers.
Best wishes
NK Sundaram
From India
why managers are not being blamed fo such kind of activity they do give rating before the final appraisal declares out.organation says we are equal oppurtunity employer,every one is treated as equal in an organization.
From India, Bhubaneswar
From India, Bhubaneswar
I would like to link this topic to another situation that existed few time back. Its sexual harassment in companies. The rule against sexual harassment did not come up when the companies were started. It came up due to many employees suffering from it fought for it. If everyone who suffered from it did the same as suggested by others in these posts, imagine the present scenario. All women’s would be back home just like olden days fearing from the Harassment!!
Fight against the Organization as others said is just the fight against the Manager who screwed you up. But it’s tough. A legal person can only solve these issues but only with evidences. It’s always that when it comes to self they want to go against/fight it & when it’s to others its thousands give suggestions. That’s why corruption is nourished. It’s your call, as you may only know the exact situation.
Keep in mind that this may also affect your career even in your future organization.
Fight by only 1 person can be easily buried, but if there are several peoples there are chances. Just look at the post’s I am the only person to say fight & all others say I am wrong. You can find the answer here itself if you are single.
It’s good for you to resign, which you have already done. Find out the other ways, crying or getting depressed does not give any output.
Hope the right wins.
From India, Bangalore
Fight against the Organization as others said is just the fight against the Manager who screwed you up. But it’s tough. A legal person can only solve these issues but only with evidences. It’s always that when it comes to self they want to go against/fight it & when it’s to others its thousands give suggestions. That’s why corruption is nourished. It’s your call, as you may only know the exact situation.
Keep in mind that this may also affect your career even in your future organization.
Fight by only 1 person can be easily buried, but if there are several peoples there are chances. Just look at the post’s I am the only person to say fight & all others say I am wrong. You can find the answer here itself if you are single.
It’s good for you to resign, which you have already done. Find out the other ways, crying or getting depressed does not give any output.
Hope the right wins.
From India, Bangalore
Hello Rinku,
I was thinking about your case, i see everyone putting up some or the other advise in against of the company policies. Well let us think, what if every other HR who has quoted some or the other comment on the organization and its policies puts up a letter to the HR of the company in along with appropriate authorities who are supposed to be intimated in such cases, you would actually get appropriate answer to your concern and justice as well. As at any cost they are willing to let you out, so better fight with support and move. My only concern was you fighting alone. Give us the email id of the concerned HR and CEO. Also a group mail will do the work, what is think.
I think you must be knowing about - freedom of speech and the rights to question to any authority. Since it is with regards to my specialization - Human Resource i am very much connected and have the right to question its applicability. Being an HR it is my responsibility to talk sense to everyone, so i am talking now. Company policies are supposed to be transparent, not opaque, and when it comes to a single HR in trouble,let us all fight all together, if we really want the future of HR to be strong.
I really hate HR being a toy in the hands of the management, even after being one of the intricate part without which a company will have to undergo issues every other day. Well it was just a wake-up call for every other HR. But understand the outcome can be anything, negative or positive for every other person who would support you. you even might not get your experience letter, or your last pay, will you be able to undergo such a stressful situation, for the moment. A lot of experienced HR are present in here let them as well comment on what i have just initiated. Well the final call would be from the HR as a family or community.
Regards
From India, Mumbai
I was thinking about your case, i see everyone putting up some or the other advise in against of the company policies. Well let us think, what if every other HR who has quoted some or the other comment on the organization and its policies puts up a letter to the HR of the company in along with appropriate authorities who are supposed to be intimated in such cases, you would actually get appropriate answer to your concern and justice as well. As at any cost they are willing to let you out, so better fight with support and move. My only concern was you fighting alone. Give us the email id of the concerned HR and CEO. Also a group mail will do the work, what is think.
I think you must be knowing about - freedom of speech and the rights to question to any authority. Since it is with regards to my specialization - Human Resource i am very much connected and have the right to question its applicability. Being an HR it is my responsibility to talk sense to everyone, so i am talking now. Company policies are supposed to be transparent, not opaque, and when it comes to a single HR in trouble,let us all fight all together, if we really want the future of HR to be strong.
I really hate HR being a toy in the hands of the management, even after being one of the intricate part without which a company will have to undergo issues every other day. Well it was just a wake-up call for every other HR. But understand the outcome can be anything, negative or positive for every other person who would support you. you even might not get your experience letter, or your last pay, will you be able to undergo such a stressful situation, for the moment. A lot of experienced HR are present in here let them as well comment on what i have just initiated. Well the final call would be from the HR as a family or community.
Regards
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.
Employee Appraisal Form new.doc
Working with communities.ppt
Occupational Safety, Health & Working Conditions Code 2019.pdf