Hi, I want to know Can we give experience letter on poor performance? please tell me format. Thanks, Jareena
From India, Pune
Acknowledge(0)
Amend(0)
From India, Pune
Acknowledge(0)Amend(0)
Dear Jareena,
Experience letter is given based on the length of service unless there is a serious issue like a theft case. It is not a valid reason to withhold an experience letter. You should definitely provide an experience letter.
Regards,
From India, Delhi
Acknowledge(0)Amend(0)
7Experience letter is given based on the length of service unless there is a serious issue like a theft case. It is not a valid reason to withhold an experience letter. You should definitely provide an experience letter.
Regards,
From India, Delhi
Acknowledge(0)Amend(0)
Do not mention Performance in the Experience Letter. You can mention the other points viz. length of service, designation and reason for leaving etc..................rgrds
From India, Mumbai
Acknowledge(0)Amend(0)
From India, Mumbai
Acknowledge(0)Amend(0)
Dear Jareena,
Not everyone is smart in this world. Smartness of smart persons gains value because there are some less intelligent individuals.
For the poor performance, you are removing that person. That, in itself, is a punishment. Now, why do you wish to tamper with someone's career by not issuing the experience letter?
You may issue a neutral service certificate. It can include basic details such as:
a) Name of the employee/employee No.
b) Date of Joining
c) Designation when joined
d) Salary when joined
e) Details of promotions acquired
f) Date of Exit (last working day)
g) Designation and salary while leaving employment
h) Reasons for leaving: - on his/her own accord
Ok...
Dinesh V Divekar
From India, Bangalore
Acknowledge(0)Amend(0)
Not everyone is smart in this world. Smartness of smart persons gains value because there are some less intelligent individuals.
For the poor performance, you are removing that person. That, in itself, is a punishment. Now, why do you wish to tamper with someone's career by not issuing the experience letter?
You may issue a neutral service certificate. It can include basic details such as:
a) Name of the employee/employee No.
b) Date of Joining
c) Designation when joined
d) Salary when joined
e) Details of promotions acquired
f) Date of Exit (last working day)
g) Designation and salary while leaving employment
h) Reasons for leaving: - on his/her own accord
Ok...
Dinesh V Divekar
From India, Bangalore
Acknowledge(0)Amend(0)
Superb with Dinesh's idea... Think of yourself as that person. If you were being removed without an experience letter, how would it be? So go ahead with Dinesh's idea... That's excellent. Do not hinder anyone, please. He has tried his best to give, but bad timing hasn't allowed that. So, please issue him an experience letter.
From India, Bangalore
Acknowledge(0)Amend(0)
From India, Bangalore
Acknowledge(0)Amend(0)
Dear Jareena,
Nowadays, the HR scenario has drastically changed. Gone are the days of simply trusting anybody's certificate. Furthermore, an individual's performance depends on many factors, including the environment they were brought up in which essentially shapes them. It is a complex phenomenon. I have seen many individuals who were underperformers in one company (X Company) and turned out to be meritorious performers in another company (Y Company) after just a couple of years.
Since the employee has worked with your organization, it is only fair that they are entitled to a certificate reflecting their employment. Now, it is up to your management whether they are generous enough to part ways with a clear heart or not. It is a common practice for employers to issue certificates and wish every employee a bright future unless the employee has been charged with misconduct.
Regards,
Arun Dixit
Acknowledge(0)Amend(0)
Nowadays, the HR scenario has drastically changed. Gone are the days of simply trusting anybody's certificate. Furthermore, an individual's performance depends on many factors, including the environment they were brought up in which essentially shapes them. It is a complex phenomenon. I have seen many individuals who were underperformers in one company (X Company) and turned out to be meritorious performers in another company (Y Company) after just a couple of years.
Since the employee has worked with your organization, it is only fair that they are entitled to a certificate reflecting their employment. Now, it is up to your management whether they are generous enough to part ways with a clear heart or not. It is a common practice for employers to issue certificates and wish every employee a bright future unless the employee has been charged with misconduct.
Regards,
Arun Dixit
Acknowledge(0)Amend(0)
Dear All,
Greetings,
If the concerned person has served the desired notice period and has completed the necessary procedures of your organization, you should not hold back their experience letter. It doesn't send a good signal that due to non-performance, we are withholding the experience letter. Instead, I would blame the reporting manager for not taking steps to improve the employee's performance in their current role. As an HR professional, what measures have you taken to ensure that the employee improves their performance? I hope your organization has a Performance Improvement Plan (PIP) process for addressing non-performance. If not, you should consider implementing one, as it will help you monitor non-performance and reduce your attrition rate.
Regards,
Derek Gomes
From India, Mumbai
Acknowledge(0)Amend(0)
Greetings,
If the concerned person has served the desired notice period and has completed the necessary procedures of your organization, you should not hold back their experience letter. It doesn't send a good signal that due to non-performance, we are withholding the experience letter. Instead, I would blame the reporting manager for not taking steps to improve the employee's performance in their current role. As an HR professional, what measures have you taken to ensure that the employee improves their performance? I hope your organization has a Performance Improvement Plan (PIP) process for addressing non-performance. If not, you should consider implementing one, as it will help you monitor non-performance and reduce your attrition rate.
Regards,
Derek Gomes
From India, Mumbai
Acknowledge(0)Amend(0)
Why do you want to keep a person with poor performance? In my view, issuing an experience letter for poor performance should not be done except for government employees. Only government employees can continue in the job with poor performance.
Thank you.
From India, Anekal
Acknowledge(0)Amend(0)
Thank you.
From India, Anekal
Acknowledge(0)Amend(0)
Hi, There are two types of employees : 1. Hardworker 2. Smartworker May be, he s not smartworker but he may be hardworker so always deserves exp. letter. Shivani.
From India, Mumbai
Acknowledge(0)Amend(0)
From India, Mumbai
Acknowledge(0)Amend(0)
Hi,
In general, an experience letter is a certificate to show that a person has worked in a said concern under such terms (as mentioned by Dinesh). When it comes to performance evaluations, many experience letters often mention the individual as a top performer, wishing them success in their future endeavors and so on.
If someone is a non-performer, there is no need to include those praising lines in the letter. However, it is important to mention other genuine aspects as highlighted by Dinesh. This should not be a reason to withhold an experience letter for anyone.
Regards,
From India, New Delhi
Acknowledge(0)Amend(0)
In general, an experience letter is a certificate to show that a person has worked in a said concern under such terms (as mentioned by Dinesh). When it comes to performance evaluations, many experience letters often mention the individual as a top performer, wishing them success in their future endeavors and so on.
If someone is a non-performer, there is no need to include those praising lines in the letter. However, it is important to mention other genuine aspects as highlighted by Dinesh. This should not be a reason to withhold an experience letter for anyone.
Regards,
From India, New Delhi
Acknowledge(0)Amend(0)
Dear Jareena,
An experience letter is issued for the duration during which the individual was employed with us. Regardless of their performance, it reflects the time spent and the role held. Matters concerning performance evaluations, salary increments, or promotions are addressed through different documents like a performance certificate or details of salary progression.
Therefore, the issuance of an experience letter should not be withheld based on performance concerns.
Regards,
Bhoo Prakash
From India, Ghaziabad
Acknowledge(0)Amend(0)
An experience letter is issued for the duration during which the individual was employed with us. Regardless of their performance, it reflects the time spent and the role held. Matters concerning performance evaluations, salary increments, or promotions are addressed through different documents like a performance certificate or details of salary progression.
Therefore, the issuance of an experience letter should not be withheld based on performance concerns.
Regards,
Bhoo Prakash
From India, Ghaziabad
Acknowledge(0)Amend(0)
I agree with babanaresh here. If employee is corrupt, and have done a big counter mistake or problem to the company, then he can’t be eligible for the Good Experience Letter.
From India, New Delhi
Acknowledge(0)Amend(0)
From India, New Delhi
Acknowledge(0)Amend(0)
Hi!
In my organization, we used to give service letters to employees who have completed their probation period, outlining the grounds for resignation and terminations.
This means that employees who have been involved in a disciplinary case are entitled to receive service letters, with the content reflecting the seriousness of the case. The letter would be addressed "To Whom It May Concern" and would simply state that the particular employee was employed from this date to that date at (company name), holding the position of ________ in the ________ department at the time of his/her resignation.
Thank you.
From Sri Lanka, Colombo
Acknowledge(0)Amend(0)
In my organization, we used to give service letters to employees who have completed their probation period, outlining the grounds for resignation and terminations.
This means that employees who have been involved in a disciplinary case are entitled to receive service letters, with the content reflecting the seriousness of the case. The letter would be addressed "To Whom It May Concern" and would simply state that the particular employee was employed from this date to that date at (company name), holding the position of ________ in the ________ department at the time of his/her resignation.
Thank you.
From Sri Lanka, Colombo
Acknowledge(0)Amend(0)
Dear Jereena,
"Experience" certificate (TC) for having worked. Do not confuse it with a "Performance" certificate (Marklist). You are handling HR activities, a key function of any organization. You should not be so confused on such matters. Do not put careers at risk.
Good luck!
From India, Pune
Acknowledge(0)Amend(0)
"Experience" certificate (TC) for having worked. Do not confuse it with a "Performance" certificate (Marklist). You are handling HR activities, a key function of any organization. You should not be so confused on such matters. Do not put careers at risk.
Good luck!
From India, Pune
Acknowledge(0)Amend(0)
Don’t give experience of poor performance,it can decrease your chance to be selected.
From India, Parbhani
Acknowledge(0)Amend(0)
From India, Parbhani
Acknowledge(0)Amend(0)
Jareena, Let us not try to spoil one’s career.... Experience letter speaks about experience details, not about the performance.. CRK
From India, Vijayawada
Acknowledge(0)Amend(0)
From India, Vijayawada
Acknowledge(0)Amend(0)
Hi,
In my opinion, the employee concerned here may be given a relieving letter, i.e., a letter with details of the duration of work, designation, etc. The sentences about the good work and conduct may be removed from the format.
Thanks,
Falguni Desai
From India, Ahmadabad
Acknowledge(0)Amend(0)
In my opinion, the employee concerned here may be given a relieving letter, i.e., a letter with details of the duration of work, designation, etc. The sentences about the good work and conduct may be removed from the format.
Thanks,
Falguni Desai
From India, Ahmadabad
Acknowledge(0)Amend(0)
Ask yourself some questions and then decide...
Have you tried to find the reason for poor performance? If he has committed fraud by providing the organization with a false experience certificate, what actions have been taken against him? If he was interviewed for the departmental position he currently holds or held previously, why was he assigned to that job? What training have you provided him to meet job expectations? Are his family circumstances or the job itself at fault for the poor performance?
I suggest not impeding someone's career unless they are involved in criminal activities or fraud (proven).
From India, Delhi
Acknowledge(0)Amend(0)
Have you tried to find the reason for poor performance? If he has committed fraud by providing the organization with a false experience certificate, what actions have been taken against him? If he was interviewed for the departmental position he currently holds or held previously, why was he assigned to that job? What training have you provided him to meet job expectations? Are his family circumstances or the job itself at fault for the poor performance?
I suggest not impeding someone's career unless they are involved in criminal activities or fraud (proven).
From India, Delhi
Acknowledge(0)Amend(0)
Dear Jareena,
You cannot judge performance on a normal scale. Furthermore, we HR professionals have a vital role in human resource development. If you are stating that an employee's performance is poor, it clearly indicates a failure on the part of HR personnel. Poor performance may be due to various factors such as:
1. Delayed responses
2. Arrogance
3. Pride
4. Interpersonal conflicts
5. Other reasons related to the work environment
Deelip
From India, Vadodara
Acknowledge(0)Amend(0)
You cannot judge performance on a normal scale. Furthermore, we HR professionals have a vital role in human resource development. If you are stating that an employee's performance is poor, it clearly indicates a failure on the part of HR personnel. Poor performance may be due to various factors such as:
1. Delayed responses
2. Arrogance
3. Pride
4. Interpersonal conflicts
5. Other reasons related to the work environment
Deelip
From India, Vadodara
Acknowledge(0)Amend(0)
Dear All,
We are registered for service tax under the repair and maintenance category, and we are engaged in both labor work and repairing machines. My query is, we are performing 80% labor work and 20% services in our overall turnover. Are we eligible for availing input credit? If we are eligible, to what extent can we claim - 100% on receipt bills like telephone, security, and machinery repair service bills? Additionally, we have rented out a portion of our building and raised a bill, claiming service tax. Can we utilize the input credit for making payments for rental services and our own service bills?
Kindly provide clarification along with the section code, as we have sought advice from consultants and the service tax department, but each source offers different answers, leading to confusion.
Thank you,
J. Pandiyan
From India, Madras
Acknowledge(0)Amend(0)
We are registered for service tax under the repair and maintenance category, and we are engaged in both labor work and repairing machines. My query is, we are performing 80% labor work and 20% services in our overall turnover. Are we eligible for availing input credit? If we are eligible, to what extent can we claim - 100% on receipt bills like telephone, security, and machinery repair service bills? Additionally, we have rented out a portion of our building and raised a bill, claiming service tax. Can we utilize the input credit for making payments for rental services and our own service bills?
Kindly provide clarification along with the section code, as we have sought advice from consultants and the service tax department, but each source offers different answers, leading to confusion.
Thank you,
J. Pandiyan
From India, Madras
Acknowledge(0)Amend(0)
Experience letters are not like "No Work - No Pay." They are certificates that confirm someone's employment with you for a specific period in a particular role, entitling them to a specific salary. It is customary to include a line regarding the individual's work and conduct (often described as "Good") as a token of farewell. Experience certificates should always convey a positive tone. Remember, you do not have the right to jeopardize someone's career.
From India, Chandigarh
Acknowledge(0)Amend(0)
From India, Chandigarh
Acknowledge(0)Amend(0)
Dear Jareena,
The period an employee works in an organization is stated in the experience letter. However, the duration does not reflect whether the individual has excellent or poor performance. The experience letter only authentically states the duration from and to date (date, month, and year) the employee has worked in the organization. However, it is left up to the organization to include a few appreciative words about the individual concerned in the experience letter.
Rama Mylapore
From India, Mumbai
Acknowledge(0)Amend(0)
The period an employee works in an organization is stated in the experience letter. However, the duration does not reflect whether the individual has excellent or poor performance. The experience letter only authentically states the duration from and to date (date, month, and year) the employee has worked in the organization. However, it is left up to the organization to include a few appreciative words about the individual concerned in the experience letter.
Rama Mylapore
From India, Mumbai
Acknowledge(0)Amend(0)Gathering data for an AI comment.... Sending emails to relevant members...
Join Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Employee Performance.pdf
Employee Experience.doc