Jeroo Chandiok
Management Consultancy & Training &
Human Resource Management
Hr Recruiter

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Dear All,

A newly joined trainee engineer asks his boss "what is the meaning of appraisal?"

Boss: "Do you know the meaning of resignation?"

Trainee: "Yes I do"

Boss: "So let me make you understand what a appraisal is by comparing it with resignation"

Comparison study: Appraisal and Resignation

1.In appraisal meeting they will speak only about your weakness, errors and failures.

In resignation meeting they will speak only about your strengths, past achievements and success.

2.In appraisal you may need to cry and beg for even 10% hike. In resignation you can easily demand (or get even without asking) more than 50-60% hike.

3.During appraisal, they will deny promotion saying you didn't meet the expectation, you don't have leadership qualities, and you had several drawbacks in our objective/goal.

During resignation, they will say you are the core member of team; you are the vision of the company how can you go, you have to take the project in shoulder and lead your juniors to success.

4.There is 90% chance for not getting any significant incentives after appraisal.

There is 90% chance of getting immediate hike after you put the resignation.

Trainee: "Yes boss enough, now I understood my future. For an appraisal I will have to resign ... !!!"

Why this happens? What are the reasons behind it?

What could be the correct approach to avoid such situations?

Lets have a discussion, views, counter views, suggestions on this.

Explain your views with good examples pls.

From India, Madras
Nice topic, u have selected..
Ppl realise the fact when they loose valuable things in the life. like when we loose our parents then we feel their contribution towards the same way, it is aapliacble in organisation when an employee decide to leave....

From India, Bangalore
Absolutely right, we never know the importance of a thing or a person before it goes out of our reach!!!!! But is there any way to understand this problem and get a solution for it???? It might be there but we never tend to give a thought on that. It is that every person after working for some period of time with an organization would be expecting for an appraisal and an hike. And if that is not happened he just tend to move to some other organization with some % hike in his / her salary. Is there any way to get out of this problem??????Suggestions please........!!!!

From India, Hyderabad
It is absolutely correct this happens every where.
I think if we look into the our system and identify how open we are to the feedback / suggestions ? Do we like to change ??? Do we regret our failures. Do we support our subordinate?? How transpartent are our sustem ?
These are the certain organizational issues which vary from org to org.
Are we ready to change ??
The above question can give us the answer..........

From India, Delhi
Dear Deepali & others,

Cite the leading article, this is often true. But :

1. Reacting in this way to Resignations is a hasty short-term soluction which is very inadvisable; obviously the organisation is totally blind to the very real reasons why the employee wants to leave.

2. It may be merely to get a more lucrative package, in which case it is up to the organisation to decide whether to retain the employee by giving in to blackmail. It may be (to its mind) more economical to hike the package than to expand time, money and effort in recruiting and training a replacement. But think of the hidden consequences.

The employee who wanted to leave, but has let the hike change his mind, will lose all respect for the organisation, and will bide his time to get another offer that will be better than the hike now offered. The organisation's short-term solution could be that it wishes to retain the employee until it can hire a better replacement at a more reasonable price and then ask the first employee to look elsewhere. Will this really help?

Also, mixed and very unfortunate messages are being sent to the first employee's colleagues. Will they also copy his strategy to get a better package? This is risky, because the organisation may just decide, enough is enough, and let the colleague go. What then?

Again, colleagues who do not take this step will feel they and the quality of the work they are doing is unappreciated and that they equally deserve a hiked package. Disgruntled colleagues can gang up on the retained employee to make his life miserable, or start looking for positions elsewhere, or both.

The organisation too should take a hard look at its appraisal system, benchmarking of vital positions, and its compensation structure vis-a-vis its competitors, and take immediate remedial action.

2. The first employee may be wanting to leave because he is genuinely getting an opportunity to get another position which has more job content, is more challenging, offers training and development facilities, has a more capable boss, has a better organisation structure/internal promotion policy, etc. in which case a hike in his current package will not deter him from his purpose.

At the parting interview, if all this comes out, the HR department needs to keep the matter in mind. If the resignation is followed by others and the same reasons are cited, the HR depatment will have to improve its appraisal system and ensure that follow-up action is taken whenever highlighted, and that the finished appraisal sheet is not merely filed; take a good hard look at general motivational/demotivational factors highlighted; rebenchmark positions in terms of competitive edges, compensation packages, etc.

Just a few thoughts.


From India, Mumbai
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