Dear Mr. Shetty,
Your plight is genuine, working abroad,10 years stint in the same organisation and sucessfully managed/ managing client issues , now refelcting on the difference of opinion between you and the "BOSS"( CERTINLY IT IS DORMANT & NOW YOU HAVE BEEN FEELING ABOUT IT)
I have been working abroad and responsible for multi- countries , Locations & divisional and projects as Group HRM , have personally come across such issues as others have handled in this forum, but I have counter questions to you;
1. During last 10 years how was your track record with the current boss & his predecessors ?
2. How was your leverage / presentations in business meetings to Sr. mgt ? You must have been going thru' this since last 7 years atleast? You must have records of high performance and awards won during last 5 years to substantiate your 'PERSONAL PREFRENCE among the peers' & known to seniors of your boss's too?
3. As you said , you must have got an opportunity to represent the deptt. performance / team performance / project progress to Seniors of your Boss as well? They must be knowing you as a person who has been around more than 9 years?What about long service award ?
4. To what degree you have confidence that HR has been the puppet of the all seniors / leaders in your organisation , or you have heard from others and accepted? Yes, many HR team members do not initiate actions till they are comfortable with information / statistics or analyses as well as their compatibility with their seniors to report such things - perhaps your HR must be like that , also you have yet not indirectly discussed with your HR to testify their mettle for such type of cases.Even you have not been considered for increase / promotions , however, juniors are recommended - either your performance has slipped the BAR scale as per your internal performance criteria or you are not clearly aware. Or your clients have silently complaint against you and you have not been aware of.Maximum people 'QUIT' without even discussing with appropriate HR intervention and blames ineffectiveness of HR.
5 I strongly suggest, if you have been an "ASSIDUOUS PERFORMER" & HAVE BEEN VERY CONFIDENT OF YOUR CLIENT'S RELATIONS /Problem RESOLVER , PL. RELOOK AT THE WORK DONE , MAKE SUMMARY AND just briefly sound it to you Boss in the most lucid manner. Needless to say - no arguments or confrontations , you just judge the reflections and build actions / dialogues further . Do not take any hasty move.Decide based on what you feel after such deliberations.Remeber,
"If you refuse to accept none other than the best, you often get it"
Best wishes,
N N S Vyas