It is appraisal time and not everyone would be upbeat. If the appraisal letter doesn’t spell immediate glory, we are bound to receive a setback. From sitting and moaning to storming the manager’s cabin for a reply to simply quitting the position, the reactions could be drastic and dramatic.
A not-so-good appraisal is bound to leave us infuriated, feeling cheated and defeated and is often the cause of knee-jerk reactions that could eventually do more harm than good. But the timing is not apt for desperate moves, rather for making smart, calculated moves, say HR experts.
Increments this time round are in the range of 8-10% across industries, with performers getting as much as 15%, while underperformers taking home about 5%.
“Employees need to understand that the average appraisal range is across sectors and is determined by market dynamics. They should wait it out and absorb the appraisal as an industry reality,” says Anshul Bhargava, chief people officer, PNB Housing Finance.
Quitting in haste would expose employees to market instabilities. Also, when you quit as a reaction to an unsatisfactory appraisal, you will carry that negativity and not be able to perform well in the new job too, says T Muralidharan, chairman, TMI.
Experts say that employees should accept that remuneration is not the sole criteria for working with a particular company.
“You have to ask whether the role is challenging enough, whether it is providing opportunities to grow. If the answer is positive, there is no need to worry about the appraisal in the short run,” says Hamsaz Vasunia, HR head, DCB Bank.
According to Thammaiah BN, managing director, Kelly Services India, quitting should not be decided based on salary alone, but also due to other factors like work content, culture, benefits and rewards. “Quitting solely on the basis of salary when other factors remain good is a wrong decision.”
Moreover, even if the decision is to leave, employees should make a wise move by waiting it out for the right career opportunity. “An employee should understand the goals for the next appraisal cycle and set out a path to achieve them. If necessary, enroll for upskilling courses or leverage the employee development programmes,” says Thammaiah.
Role of employers
Equally crucial is the role that managers and the HR department play during appraisals. It is not about merely shoving the appraisal letter under employee's noses. “Employers need to establish clear and honest communication with their employees, explain the larger picture and also hear them out patiently,” says Bhargava.
In fact, a not-so-good appraisal is when employees are not given feedback about their performance. “The right thing to do for both employees and managers is to sit and chart out areas that need improvement and establish a pathway to better the performance rating. That way, employees get to work on their development, rather than find an escape,” says Vasunia.
...& ANALYSIS
- Employees should accept that remuneration is not the sole criteria for working with a particular company
- Employees should make a wise move by waiting it out for the right career opportunity, before quitting
- HR and managers need to establish a clear and an honest communication with their employees during appraisals
- Employees, managers should chart out areas that need improvement, to better the performance rating
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