When Performance Ratings Are Manipulated By Boss??? - CiteHR
Avneet Behl
Hr Specialist
Hrishi
Service

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Dear Friends and Seniors

I need your valuable advice on the serious topic under discussion.

Actually my friend is working in one of top IT companies. During her year end appraisal discussion with her immediate boss, she earned a very good performance rating which was also shown to her. But later when she was asked to sign a document giving her approval on the ratings given,to her great dismay she found that the ratings were manipulated and reduced before they could be presented for actual salary revision to the super boss. She had been working very hard and honestly putting her best potential which were quiet visible throughout the year to her boss. . When she told the matter to her senior he started convincing her that the reduced ratings are the original ones, but when she showed the printout of earlier ratings he started giving excuses. Moreover she also doesn't want to leave the job because it is not her fault. It is just mistake of her boss.

She dont know that her boss is deliberately doing this or unknowingly he has committed the mistake for which now he is not willing to revert back and don't want to show his mistakes to the higher levels in the hierarchy.

The boss is forcing her to sign the document as it is with the reduced ratings and convincing her that these ratings has no effect on her salary,but if she does that, then these ratings will also have an impact in her next year appraisal.

Now she is feeling very low, cheated and demotivated

Plz give your suggestions on how she should handle the situation.

What she should do and to whom she should report the matter?

Plz help.

Thanks

Surbhi

She should report to the higher management. She is already cheated and demotivated and she shouldn't allow anyone to take her hard earned appraisal to go waste.
If her firm has a wistleblower policy then she can report this matter to them as she already has the necessary proof with her.

Thanks Hrishi for taking the initiative for replying to my query.
I am sorry for the information,Actually it was not the printout but her immediate superior had shown her the ratings online( on monitor) and she wrote it on the paper for her reference. That cannot act as an official proof. Only the boss knows what he has done but now he is not acting professionally on commiting the mistake.

Dear Surbhi
I think this has been done, may be because of the normalisation exercise which happens in all the organisations after the first level review is through.
what went wrong in my opinion is that your friend's supervisor did not normalise the entire exercise for his team because of which there is a disconnect later when he would have been pressurised to normalise the ratings for his region.
Secondly, he should not have shared the original rating with your friend if the normalisation practice is prevalant in his company.
Thirdly, instead of making excuses, he should explain it to your friend that this has been done to achieve the bell curve and the rating has been lowered due to which factors exactly.
Regards
Avneet

Dear Surbhi

In my opinion this could also be a non manipulative and a purely harmless exercise. It could have been done to normalise the performance ratings of the company. There could have been three possible outcomes in such case where your friend would not have felt cheated

a) the boss should have normalised the team ratings in the first place leaving for no room to get the same changed at a later stage.

b) He should not have disclosed the original ratings to your friend incase the concept of normalisation exists in the company and incase he himself did not normalise the ratings for his team and had instead left the effort for the HR team

c) He should be open and frank with your friend telling her as to why were the ratings changed, now that your friend knows that the rating was originally different from the final one. He should not make excuses and hide the fact from her.

Probably a coaching session by your fren's company's hr people is required for her boss.. so that ratings and annual evaluation exercise can be fruitfully accompalished.

This is purely my opinion based on an assumption that there is a concept of Bell Curve normalisation prevalant in your friend'scompany.

Thanks Avneet for your reply.
But if normalisation is prevelant in companies, then what about performance based hike? if in the end, all are at the same level irrespective of how they performed throughout the year.
Anyways thx fr letting me know the process of normalisation.

Dear Surbhi
the performance hike is given on the basis of performance only. Just that the over all company performance is cascaded down to all the functions. I am sure you will agree with me that if all the team members of all the function in an organisation have outperformed, then the company's profits should show 200% growth....
The normalisation figures are reached after looking at the over all company performance and then given to all the function heads. This is done to bring some order and balance in the performance appraisal technique. This way the organisation gets aligned to common goals.
Keeping this in mid, the performance benchmarks are set. The right process is to know the normalisation figures right in the beginning so that the individual performances are evaluated against those benchmarks.

Dear Surbhi
the performance hike is given on the basis of performance only. Just that the over all company performance is cascaded down to all the functions. I am sure you will agree with me that if all the team members of all the function in an organisation have outperformed, then the company's profits should show 200% growth....
The normalisation figures are reached after looking at the over all company performance and then given to all the function heads. This is done to bring some order and balance in the performance appraisal technique. This way the organisation gets aligned to common goals.
Keeping this in mid, the performance benchmarks are set. The right process is to know the normalisation figures right in the beginning so that the individual performances are evaluated against those benchmarks.
Regards-Avneet

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