Dear All,
I had a word with my manager in the apparaisal and even though my performance is at par, he has suggested rating of 2 and performance improvement plan.
I have decided to reject the rating and PIP and resign instead of taking a blot on my head of this pip.
However, there are few queries in my mind:
1. standard notice period is 90 days. I don't have a new job but if I find one midway of notice period, can I request the employer to relieve me bit early?
2. Secondly, what should be the basis of resignation? I am not accepting their appraisal, shall I resign mentioning personal reasons in the family or better prospects. I am also confused if the next 3-4months I go to some company for interview, should I tell them upfront that I am in notice period and they will ask why you have resigned, do I have to disclose this dispute? as anyways any company asks new candidate to produce proof of resignation so I have to show the mail
Thanks
Dev
From India, Pune
I had a word with my manager in the apparaisal and even though my performance is at par, he has suggested rating of 2 and performance improvement plan.
I have decided to reject the rating and PIP and resign instead of taking a blot on my head of this pip.
However, there are few queries in my mind:
1. standard notice period is 90 days. I don't have a new job but if I find one midway of notice period, can I request the employer to relieve me bit early?
2. Secondly, what should be the basis of resignation? I am not accepting their appraisal, shall I resign mentioning personal reasons in the family or better prospects. I am also confused if the next 3-4months I go to some company for interview, should I tell them upfront that I am in notice period and they will ask why you have resigned, do I have to disclose this dispute? as anyways any company asks new candidate to produce proof of resignation so I have to show the mail
Thanks
Dev
From India, Pune
Dear Dev,
Sooner you get dissatisfied with the rating of the Performance Appraisal (PA), you should not put up resignation. You feel that you are victimised but then veracity of your claim needs to be verified.
Please check what are the provisions of review of the rating of the appraisal. Secondly, your manager must have given reasons for the rating of 2. Is this on a scale of 5 or 10? Understand why he felt to award you these marks. Were you given KRAs at the beginning of quarter/ half year /year? If yes, then do you have evidence of the attainment of higher performance? Are there weaknesses that you are unable to see but managers could see these? Did your rating go down because of the behavioural attributes?
Please check with your HR about Policy on PA. Check what is the policy for the review. In case if you are living in the world of self-denial, I would like to pull out from that, hence my recommendation.
The problem that you have mentioned is not new. It happens everywhere. That is why when I provide consulting services on Performance Management System (PMS), I take care of avoidance of this perception gap.
Thanks,
Dinesh Divekar
From India, Bangalore
7855Sooner you get dissatisfied with the rating of the Performance Appraisal (PA), you should not put up resignation. You feel that you are victimised but then veracity of your claim needs to be verified.
Please check what are the provisions of review of the rating of the appraisal. Secondly, your manager must have given reasons for the rating of 2. Is this on a scale of 5 or 10? Understand why he felt to award you these marks. Were you given KRAs at the beginning of quarter/ half year /year? If yes, then do you have evidence of the attainment of higher performance? Are there weaknesses that you are unable to see but managers could see these? Did your rating go down because of the behavioural attributes?
Please check with your HR about Policy on PA. Check what is the policy for the review. In case if you are living in the world of self-denial, I would like to pull out from that, hence my recommendation.
The problem that you have mentioned is not new. It happens everywhere. That is why when I provide consulting services on Performance Management System (PMS), I take care of avoidance of this perception gap.
Thanks,
Dinesh Divekar
From India, Bangalore
Dear Dev, I also agreed the valuable suggestion from Mr.Dinesh. Don’t give resignation without receiving any new assignments. Regards Basheer.
From Bangladesh, Chittagong
From Bangladesh, Chittagong
Dear Dev,
Do reject the rating. Lowe rating then proposal of PIP is to compel you to resign. Your thinking about resignation on lower rating and PIP will be suicidal plan. PIP is normally a prelude to termination on disciplinary action for not making any improment in performance. In fact the management wants their action to be undisputed, either by your acceptance of PIP then getting terminated pretending to be not improving or to compel you to resign.
So, why accept lower rating or PIP or even to think about resignation at your own. Better, ask the manager to terminate you after serving you 90 days notice. They would defintely hesitate to come to that point.
From India, Delhi
Do reject the rating. Lowe rating then proposal of PIP is to compel you to resign. Your thinking about resignation on lower rating and PIP will be suicidal plan. PIP is normally a prelude to termination on disciplinary action for not making any improment in performance. In fact the management wants their action to be undisputed, either by your acceptance of PIP then getting terminated pretending to be not improving or to compel you to resign.
So, why accept lower rating or PIP or even to think about resignation at your own. Better, ask the manager to terminate you after serving you 90 days notice. They would defintely hesitate to come to that point.
From India, Delhi
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Employee Appraisal Form new.doc