Nagarkar Vinayak L
Hr And Employee Relations Consultant
Learning & Teaching Fellow (retired)
Sr.manager - Hr&admin

Cite.Co is a repository of information and resources created by industry seniors and experts sharing their real world insights. Join Network
Hi Seniors , I am working in Small IT company as HR executive. It is very difficult to motivate employees after performance appraisal.
could you please share some suggestions to deal with this situation.

From India, Pune
Keep talking to them, counsel them. The biggest issue is employees compare their increment with others. This is the primary issue in all Companies.
This cannot be handled by HR alone. This has to be combinedly handled by both HR and Technical Head /Manager. While sharing appraisal feed back Technical Manager has to share positively to the employee where he need to improve, the reason for the rating /score.
Post appraisal HR has to counsel the employees, give them broader picture of their future in the Company, explain increments cannot be same for all etc. Effective counseling may reduce the murmuring/grievances but cant eradicate fully

From India, Madras
Hello there,
as simple lines, before appraisals many of your employees might not have same salaries, they might hire based on exp or education or some other reasons, but all they do is same job; so if any employee came to you and ask on appraisal and compare with x salary; ask them a straight question that you enjoy benefit of more salary than him/her for this 1 year; let them enjoy the same for this year; moreover we want to see equal in salary part of everyone; so for people who are less in salary with others, we have given high hike, so people are in average salary, we have given low hike to make consistency among yourselves.
They might not listen your words as mentioned above, but they believe the appraisal happened for not being a wrong performance or poor feedback from seniors. at least that gave them a positive note on their work

From India, Hyderabad
Dear colleague,
Counselling by HR, on post- appraisal grievances , in the absence of well defined job responsibilities, Key result areas and near objective performance evaluation system fairly linked with salary raises is futile task.
You need to put very robust performance managenent system in place to minimise the issues arising out of it. I can imagine your plight caused by perhaps current arbitrary and subjective performance evaluation practice. Please work towards putting proper PM system .
Vinayak Nagarkar
HR- Consultant

From India, Mumbai
Dear Annonymous,
Please give more details of the scenario such as whether you have job descriptions, whether the appraisal included self assessment by the staff against their job description, the mode of your appraisal system, whether you have been able to assess the cause of de-motivation, etc. This will help our experts to give a considered view rather than express suggestions based on assumptions.

From United Kingdom
Dear Colleagues,
The Performance Appraisal System is an annual process. You may improve the engagement level of all employees after PMS by adopting the following:-
1. Counselling sessions with the concerned employees
2. Use Strong online grievance Handling system
3. Talk with them with data in the presence of their managers
4. It must be a time-bound process not open-ended and generate a record for future reference

From India, Delhi
Please Login To Add Reply

About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2020 Cite.Co™