If an employee seems dissatisfied with the appraisal result, what should be the next step for HR . What is the best practice in these kind of cases. Management does not wish to have disgruntled and demotivated employees. Pl suggest the way forward. Thanks
From India
1From India
Dear Arvinderm,
Before you impose any decision on staff, you needs to call both (staff & Manager) for open discussion and find out the reason. May be the Manager's rating based on personal biasness instead of annual performance or may be not. Therefore, you need to carefully analyze the situation.
If the staff still dissatisfy then approach management, provide them factual report based on open discussion and seek their opinion / decision and convey the same to the staff.
Hope the suggestion may help you at some extent to resolve the issue.
From United Arab Emirates, Dubai
Before you impose any decision on staff, you needs to call both (staff & Manager) for open discussion and find out the reason. May be the Manager's rating based on personal biasness instead of annual performance or may be not. Therefore, you need to carefully analyze the situation.
If the staff still dissatisfy then approach management, provide them factual report based on open discussion and seek their opinion / decision and convey the same to the staff.
Hope the suggestion may help you at some extent to resolve the issue.
From United Arab Emirates, Dubai
Also, this employee did not revert immediately after the results, but has come back with this email one month post the appraisal results... do we still call for the open discussion.!!
From India
From India
Dear Arvinder,
I am totally agree with shalini, you may call him for join discussion irrespective of after how long he has appeal.
Also, i would share one book with you, i hope that, which can give you the better answer of the performance apprecial system.
From India, Mumbai
I am totally agree with shalini, you may call him for join discussion irrespective of after how long he has appeal.
Also, i would share one book with you, i hope that, which can give you the better answer of the performance apprecial system.
From India, Mumbai
There can be many reasons. a) Manager's prejudiced mind b)Personal bias c) May be some recent actions/activities
might have influenced the appraiser.
Hence, it is necessary for HR to call for an open discussions with appraisee and appraiser and summarise your findings
and put up to the Reviewer's perusal and then to CEO/MD for final approval.
Thanks
R K Nair
From India, Aizawl
might have influenced the appraiser.
Hence, it is necessary for HR to call for an open discussions with appraisee and appraiser and summarise your findings
and put up to the Reviewer's perusal and then to CEO/MD for final approval.
Thanks
R K Nair
From India, Aizawl
Hi,
There are many instances where organization decides the maximum yearly benefit which can be given to its employee & may not match with the expectation of the appraisee .So first of all one needs to look into what exactly is making your employee unhappy .Is it the process or the outcome? If the process & parameter fixed by HR is not followed then the appraiser should be held resposible but if policy does not allow benifit as expected by the appraisee then probably the employee should be made aware of that.
From India, Mumbai
There are many instances where organization decides the maximum yearly benefit which can be given to its employee & may not match with the expectation of the appraisee .So first of all one needs to look into what exactly is making your employee unhappy .Is it the process or the outcome? If the process & parameter fixed by HR is not followed then the appraiser should be held resposible but if policy does not allow benifit as expected by the appraisee then probably the employee should be made aware of that.
From India, Mumbai
Hi
you can first find out that employees are dissatisfied with either process or the results. second thing is after completion of the appraisal process you should have the review meeting with the appraisees so that they would be given detailed knowledge on why the ratings or the result is this.
From India, Mumbai
you can first find out that employees are dissatisfied with either process or the results. second thing is after completion of the appraisal process you should have the review meeting with the appraisees so that they would be given detailed knowledge on why the ratings or the result is this.
From India, Mumbai
ery Simple........... When Employee is not happy with your Appraisal then change the apprisal system. Ask some kind of logical questions......what is this
From India, Mumbai
From India, Mumbai
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