hi.. i am working with one of indias most reputed group, as admin executive, in my acheivment portifolio i have
setting up new office of 2500 sq ft in just one month
stream lining billing and invoice for north india
managing admin activity for north india
and other tiny things
when my reporting manager switched his job he was asked to rate me for appraisal and i was sure i am going to get atleast b rating which makes me eligible for performance pay.. but i dont know why he'd given me c ratings i am facing really humilated.. please suggest what to do... even i've typed my resignation letter..
From India, Delhi
77setting up new office of 2500 sq ft in just one month
stream lining billing and invoice for north india
managing admin activity for north india
and other tiny things
when my reporting manager switched his job he was asked to rate me for appraisal and i was sure i am going to get atleast b rating which makes me eligible for performance pay.. but i dont know why he'd given me c ratings i am facing really humilated.. please suggest what to do... even i've typed my resignation letter..
From India, Delhi
Hi Imok,
When it comes to rating the performance, this issues creep in especially if the two parties have not cleared the KRAs on which the job would be evaluated.
As an admin, I am sure you have done wonderful things, but in order to rate your performance, one also needs to do if you were able to carry out everything that was expected out of you. I mean if we do exceptionally well at one task and do not perform the other, we can't expect to be praised for our whole job.
I do not say that you are at fault, the only fault is there was not proper communication of what was expected out of you.
You can ask your manager the reason for low rating and what you should do/have done so that you could have got a better rating.
Asking always helps and when we can't find answers ourselves, it is better to ask it to the relevant person.
Ask to the manager, do the gap analysis, discuss the view points regarding the jobs, take a note of the KRA and KPI of your job role which would be considered while evaluating your performance.
Atleast your efforts would ensure that you are proactive about your performance improvement and will surely help you do exceptional performance in coming future.
Hope it helped. :-)
From India, Mumbai
When it comes to rating the performance, this issues creep in especially if the two parties have not cleared the KRAs on which the job would be evaluated.
As an admin, I am sure you have done wonderful things, but in order to rate your performance, one also needs to do if you were able to carry out everything that was expected out of you. I mean if we do exceptionally well at one task and do not perform the other, we can't expect to be praised for our whole job.
I do not say that you are at fault, the only fault is there was not proper communication of what was expected out of you.
You can ask your manager the reason for low rating and what you should do/have done so that you could have got a better rating.
Asking always helps and when we can't find answers ourselves, it is better to ask it to the relevant person.
Ask to the manager, do the gap analysis, discuss the view points regarding the jobs, take a note of the KRA and KPI of your job role which would be considered while evaluating your performance.
Atleast your efforts would ensure that you are proactive about your performance improvement and will surely help you do exceptional performance in coming future.
Hope it helped. :-)
From India, Mumbai
issue is he is now moved to somewhere else... my new manager has nothing to do with this
From India, Delhi
From India, Delhi
Try to seek help from your ex-manager. If he is available, only he can judge your past experience and performance and can give you better response on the plus points and improvement areas.
If that is not possible, what is done is done. Let's focus on a brighter future.
Go to your new manager and share your concern with him. Tell him that since you have been rated very low you wish to improve and learn better this year.
Sit with him and understand from him what he expects from you as admin.
Ask him to chart out the roles and responsibilities of admin as per him and what would be the KRAs and KPIs for the job on which you would be evaluated.
Once those are shared with you, keep a note and list them all down and keep an eye on those things.
Do a quarterly check with your manager regarding is there anything that he wishes to change /add / edit in your KRA, make a note and try to follow accordingly.
Ask your manager on monthly or bi-monthly basis about your progress report. Tell him that you would appreciate if he can share on your improvement area so that you would learn your job greatly.
Honestly this proactive approach will help you in the long run.
All the best. :-)
From India, Mumbai
If that is not possible, what is done is done. Let's focus on a brighter future.
Go to your new manager and share your concern with him. Tell him that since you have been rated very low you wish to improve and learn better this year.
Sit with him and understand from him what he expects from you as admin.
Ask him to chart out the roles and responsibilities of admin as per him and what would be the KRAs and KPIs for the job on which you would be evaluated.
Once those are shared with you, keep a note and list them all down and keep an eye on those things.
Do a quarterly check with your manager regarding is there anything that he wishes to change /add / edit in your KRA, make a note and try to follow accordingly.
Ask your manager on monthly or bi-monthly basis about your progress report. Tell him that you would appreciate if he can share on your improvement area so that you would learn your job greatly.
Honestly this proactive approach will help you in the long run.
All the best. :-)
From India, Mumbai
1. What is a great achievement may not be good enough from his point of view. Check out with him what will be his definition of achievement. Also, check out from your Boss's boss - what is their definition of achievement - is it measurable?
2. Please manage your emotions - be rational. Only he know why he did what he did. So best way to get the answer is - ask him. Ask in a polite tone and tell him that you want to improve and need his help.
3. Do a SWOT analysis and look at our weak areas. Encourage others to tell you about your mistakes and weak areas. Improve upon them.
4. Never worry about pay and Incentives. That is your HR's task. You only focus on your task irrespective of money. Keep on improving your performance.
5. Do not offer your resignation. If you are really so good - Head Hunters will approach you with a better job and money.
From India, Mumbai
2. Please manage your emotions - be rational. Only he know why he did what he did. So best way to get the answer is - ask him. Ask in a polite tone and tell him that you want to improve and need his help.
3. Do a SWOT analysis and look at our weak areas. Encourage others to tell you about your mistakes and weak areas. Improve upon them.
4. Never worry about pay and Incentives. That is your HR's task. You only focus on your task irrespective of money. Keep on improving your performance.
5. Do not offer your resignation. If you are really so good - Head Hunters will approach you with a better job and money.
From India, Mumbai
Dear Imok,
Ankita have shared it all. Please email your ex-manager with the data of how much work was delivered where and on what date.
Once he replies, put it to your current reporting manager and then seek a collated ranking.
The error of recency is common during performance appraisal. Do you have an HR Team around? Please do not raise a complain, but seek to understand how such an error can be rectified.
Wish you all the best !
From India, Mumbai
Ankita have shared it all. Please email your ex-manager with the data of how much work was delivered where and on what date.
Once he replies, put it to your current reporting manager and then seek a collated ranking.
The error of recency is common during performance appraisal. Do you have an HR Team around? Please do not raise a complain, but seek to understand how such an error can be rectified.
Wish you all the best !
From India, Mumbai
thanks all for your valuable inputs.. but i am focusing on present and future.. neither i ask my ex manager nor will ask new manager to update my ratings may be i was not performing according to his paramenters..
From India, Delhi
From India, Delhi
Imok,
Please do not get upset. Performance appraisal is not a confidential process, it is an open and fair practice to exchange dialog between employee and his superior. Hence, if you feel that you ought to have got B grade against the given C grade, you have to discuss with the superior officer and sort it out. He may not give you B grade on hearing your points, but would tell you why he gave you C grade and explain the performance deficiencies if any noticed by him. This will help you to improve your performance in future. But never have the feeling that you are not good.
From India, Kochi
Please do not get upset. Performance appraisal is not a confidential process, it is an open and fair practice to exchange dialog between employee and his superior. Hence, if you feel that you ought to have got B grade against the given C grade, you have to discuss with the superior officer and sort it out. He may not give you B grade on hearing your points, but would tell you why he gave you C grade and explain the performance deficiencies if any noticed by him. This will help you to improve your performance in future. But never have the feeling that you are not good.
From India, Kochi
Hello Imok,
Looks like you are going into a shell.
By doing so, MAYBE you are prone to repeat the same mistakes all over again? Pl give this a thought.
Unless you ask the RIGHT person [which would be your ex or current boss], how would you know what was expected of you in the first place? Like Ankita mentioned, there does seem to be a mismatch between what was expected of you & what you THOUGHT was expected of you earlier.
The reason this was suggested was, to the extent I understand, NOT to revise your ratings, but to ensure you get the right feedback to MAKE corrections & ensure your rating this year MATCH your enhanced performance.
Suggest take (Cite Contribution)'s suggestion & follow it ASAP.
All the Best.
Rgds,
TS
From India, Hyderabad
Looks like you are going into a shell.
By doing so, MAYBE you are prone to repeat the same mistakes all over again? Pl give this a thought.
Unless you ask the RIGHT person [which would be your ex or current boss], how would you know what was expected of you in the first place? Like Ankita mentioned, there does seem to be a mismatch between what was expected of you & what you THOUGHT was expected of you earlier.
The reason this was suggested was, to the extent I understand, NOT to revise your ratings, but to ensure you get the right feedback to MAKE corrections & ensure your rating this year MATCH your enhanced performance.
Suggest take (Cite Contribution)'s suggestion & follow it ASAP.
All the Best.
Rgds,
TS
From India, Hyderabad
Dear Imok,
Feedback is very essential in such cases.It may also bring out biases if any the previous boss had against you.Or you may come accross some such factor which prompted him to give you negative ratings and which essentially was not at all related to your job ! May be you had hurt his ego sometime knowingly/unknowingly ? He may not say that openly but during discussion (best way of interacting) it may comeout through his mouth or body language.So dop try to find out the reason.
From India, New Delhi
Feedback is very essential in such cases.It may also bring out biases if any the previous boss had against you.Or you may come accross some such factor which prompted him to give you negative ratings and which essentially was not at all related to your job ! May be you had hurt his ego sometime knowingly/unknowingly ? He may not say that openly but during discussion (best way of interacting) it may comeout through his mouth or body language.So dop try to find out the reason.
From India, New Delhi
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