Dear All,
In the recent past many of our people has resigned immediately after getting their annual appriasal. We would like to work upon a policy where we can stop this and make it clear to everyone that they can't resign minimum of 3 months after getting their appraisal or if they do so, the appriasal will beconsdered as null and void.
Please advice if this is legaly correct things to do and also any other ways to control on such activities..
Look forward for support.
Thank you,
Pradeep Arora
From India, Chandigarh
In the recent past many of our people has resigned immediately after getting their annual appriasal. We would like to work upon a policy where we can stop this and make it clear to everyone that they can't resign minimum of 3 months after getting their appraisal or if they do so, the appriasal will beconsdered as null and void.
Please advice if this is legaly correct things to do and also any other ways to control on such activities..
Look forward for support.
Thank you,
Pradeep Arora
From India, Chandigarh
We have recently processed the appraisal cycle in April, now one of our employee who was appraised has given his resignation.
The notice period in our firm is of 2 months. We don\'t want to process the salary with appraised amount. Can we take back the appraisal? Are there any legal issues involved in this process?
From India,
The notice period in our firm is of 2 months. We don\'t want to process the salary with appraised amount. Can we take back the appraisal? Are there any legal issues involved in this process?
From India,
If the employee in giving the resignation soon after his/her appraisal, Can we take back the appraisal and re-leave the employee with the previous salary?
Does any legal obligation exist in the part of employee/employer in this regard?
Please suggest...
From India, Indore
Does any legal obligation exist in the part of employee/employer in this regard?
Please suggest...
From India, Indore
Hello pradeep,
Instead of framing a policy that would not allow the people to switch jobs after appraisals, why not try to find out what is the reason that these people leave you?
Resigning pre and post appraisal is a very normal trend observed in many industries and many companies.
We cannot force anyone to work for us. The employment is always non-binding and both the parties are allowed to end the employee-employer relationship at any point of time.
Instead of framing a policy that would make all your employees all the more frustrated, do an employee survey with the assurance of anonymity or hire a third party for this for better results and find out the loop holes in your policy or practices which are compelling your employees to leave you sooner.
For the other two queries:
One if you have appraised your employees, issued them appraisal letters with salary increment, and then if your employee resigns, how can you roll back your appraisal?
It will not just look bad in your goodwill but the employee can question you why have you paid lower than what have you promised and it would be a breach of promise which can be questionable.
About legal procedures, I believe some experienced lawyers will be in better position to answer that.
From India, Mumbai
377Instead of framing a policy that would not allow the people to switch jobs after appraisals, why not try to find out what is the reason that these people leave you?
Resigning pre and post appraisal is a very normal trend observed in many industries and many companies.
We cannot force anyone to work for us. The employment is always non-binding and both the parties are allowed to end the employee-employer relationship at any point of time.
Instead of framing a policy that would make all your employees all the more frustrated, do an employee survey with the assurance of anonymity or hire a third party for this for better results and find out the loop holes in your policy or practices which are compelling your employees to leave you sooner.
For the other two queries:
One if you have appraised your employees, issued them appraisal letters with salary increment, and then if your employee resigns, how can you roll back your appraisal?
It will not just look bad in your goodwill but the employee can question you why have you paid lower than what have you promised and it would be a breach of promise which can be questionable.
About legal procedures, I believe some experienced lawyers will be in better position to answer that.
From India, Mumbai
Hi Pradeep,
It seems that as your people are resigning soon after their appraisals. then please consider if the appraisal procedure is at fault.
A good appraisal system is one which is broken down into three distinctive parts:
1) Start off appraisal by being polite and friendly putting the individual at ease. An appraisal can be a traumatic experience, with the individual being nervous, after all their future is at stake.
2) Begin the appraisal by discussing all the positives, followed by the negatives. Then discuss an action plan (with time limits) to turn the negatives into positives.
3) End the procedure on a high positive. so that the individual feels encouraged and motivated.
I hope the above helps in some way.
Regards,
Harsh
From United Kingdom, Barrow
It seems that as your people are resigning soon after their appraisals. then please consider if the appraisal procedure is at fault.
A good appraisal system is one which is broken down into three distinctive parts:
1) Start off appraisal by being polite and friendly putting the individual at ease. An appraisal can be a traumatic experience, with the individual being nervous, after all their future is at stake.
2) Begin the appraisal by discussing all the positives, followed by the negatives. Then discuss an action plan (with time limits) to turn the negatives into positives.
3) End the procedure on a high positive. so that the individual feels encouraged and motivated.
I hope the above helps in some way.
Regards,
Harsh
From United Kingdom, Barrow
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