How Can I Challenge an Unjust Performance Rating When HR and Management Ignore My Achievements?

Dear HR Team & Friends,

Greetings for the day.

I am working in a world-class MNC group. Recently, the PMS was reviewed and has been finished, and HR issued an Increment/Performance Improvement letter to everyone.

Can anybody help me with how to proceed against management if a rating is given without any PMS review, sign-off, and justification? Just saying and issuing a letter of performance below expectations without any backup and support.

I have discussed this matter with the CEO/HR head, but to no avail. My boss changed just last month, and the new boss has rated me zero for the entire year. The rating from my earlier boss was not considered for the PMS. Even when I discussed this with HR/CEO, they simply said we received a lot of complaints, so the rating is zero without any supporting data. In fact, I have shown them all my KRA/KPI achievements, which were met on time, but they said, "we don't know?"

This situation is totally demotivating and goes against the policy rules.

NOTE: My earlier boss rated me good for 11 months, but the new boss rated me zero in just one month, and even HR/CEO are not supporting me. Even my earlier boss is not happy with all these ratings, but his comments are not being considered.

Please help me with how to seek justice and a solution to this matter. It's a serious issue!

Regards,
Suhas Hone
9850987253

All I can see is...watch out! You should sit down with your manager and get the feedback. If possible, you must get friendly with him and find out on a personal level.

Dear Suhas,

They are irritating you and thus causing you to put down papers. It is very sad that the HR is acting spineless and can't see the facts in the case, or maybe it's possible that they all have decided that you need to go, so no one is supporting you. It's common in world-class MNCs, world-class methods of harassment.

As your new boss has come, he would be wishing to get his people in, so it's possible that he might have told the management that causing you to leave would help in cost control and cost reduction. So, all these gimmicks.

My advice is to search for a new job.

Regards,
Octavious

Hey there,

I can see that a negative message has been passed on to you. No company would simply negate your performance for the past 11 months and only consider a one-month review.

If you have proper documentation of the KRAs communicated to you along with your accomplishments, I would suggest you put it in writing through email or any other mode and seek justification. Nobody can say that you are not performing without proper reasoning. It's better to cc the HR, current Manager, and the CEO. Additionally, you should personally talk to your current manager and discuss the issue, explaining how it is affecting your motivation. Also, inquire about the performance expectations.

Once you receive justification, proceed cautiously, as in many companies, the Performance Improvement plan (PI) is often used to remove underperformers and ensure safe terminations. Be vigilant.

Regards,

V

These are my personal opinions and suggestions. They may not be the absolute right ones; you are better placed to decide your current position and take appropriate steps.

Hello Vivek San,

Thanks for your comments and reply. As rightly replied, I should discuss with the new HOD/CEO/HR Head, but already I am discussing and following with them. However, they fail to explain reasons without any backup. My old boss knows how I perform and whether I meet KRA/KPI or not. I even showed them my half-yearly rating which meets the goal, but in vain.

All of this is frustrating me a lot. They even suggested I change departments if possible, but I have already been posted and transferred from QA to PM with the request of the old COO/CEO almost 1.5 years back. Now both have left.

Now the new CEO (10 months) has joined, and I think he is under the influence of my new HOD (MKT Head). I tried to explain the situation, but they simply say my performance is not good. Even HR is supporting without any factual data backup.

Please advise me on how to proceed against the team. We have corporate policy and HR functions, but my company is violating all these procedures.

Even the CEO says he doesn't believe in my old (Japanese) boss's review but follows the new boss's remarks. So it's very ridiculous.

Please suggest how I can seek justice and a solution.

Thanks, Suhas H

Hello Friend,

Thanks for the comment. Yes, it looks like that. But it's very serious in MNC; such kind of things going on? HR not taking and checking the actual fact, just following the new HOD remarks; it's very pitiful. Here, I want to know if there is any law to get justice on this matter, as a few cases have happened in this company.

Since 3 years, I have been working in this company. So, while attending new interviews, there is always a question about why switching the company, which is very difficult to explain the condition, but I am not sharing this fact. So, I request you to suggest the needful.

Regards, SH

Hello Ranjeeta,

Thank you for your valuable comments. I tried the same, but in vain. There was no factual backup or evidence, just generic comments that your performance is below par. As a result, there will be no increment or performance improvement discussion.

I presented my Key Result Areas (KRA) / Key Performance Indicators (KPI) and even my previous boss's review copy, but they dismissed it, stating they do not believe in old feedback. I have been unable to convince them, especially as the person in front of me holds a senior position, and even HR is simply following his remarks without reviewing the situation.

Despite having a joint meeting with the CEO, the new Head of Department (HOD), and HR, none of them agreed on my areas of work. Instead, they provided a list of my negative points without discussing my actual achievements. This response was very unexpected from individuals in such high senior positions. They informed me that I need to change drastically and even consider changing departments. Interestingly, our old CEO and COO had transferred me to this position, but they have both since left.

My previous boss (Japanese) may not be able to influence their decision, as the CEO and other senior personnel are the decision-makers. However, my old boss had already rated me as GOOD. The current situation is challenging. How can I effectively communicate with them?

Thank you,
SH

Ranjeeta8 stated, "All I can see is...watch out! You should sit down with your Manager and get the feedback. If possible, you must get friendly with him and find out at a personal level."

Hey Suhas,

I understand you are in a dicey situation. The question here arises about your growth.

As others have suggested, I would rather not just say of moving to a different company. If you wish to do so, you can always give a reason for change as a growth factor. Since you have completed 3 years in the same company, other companies would question you much on the change aspect. You can always cite the growth factor and learning. I would advise that it's better you don't mention the politics running around in any interview, as the interviewer might become skeptical about your previous experience.

Whether it is your current company or a new company, please remember that you are the one who can lead your career upwards. Though companies have policies, if you don't promote yourself from time to time, nobody will even know you exist. If you feel that you can achieve your career goals in your current organization in the long run, then stick with it. If it looks impractical and there are no such opportunities, the right thing would be to move. But remember, politics and the issues you mentioned are very common in the corporate world.

Anyways, concerning your issue, the legal way to proceed would be to bring it to the notice of the labor authorities and seek their help. If you have proper documentation, you can always sue your current company (for the mental agony they have caused you) while still being in the same company. Also, if you have a copy of your performance reviews for the last 2 years, i.e., before the current appraisal cycle, and if your performance has been consistently good, you can use it as a backup. This would be a tough path to take, requiring time, patience, and, more importantly, courage to pursue the legal route. It is a less explored option in India.

Let me know if you have any further queries or concerns.

Regards,

V

Dear Vivek San,

Thank you very much. Unfortunately, all three important individuals involved in this game are not my old boss (Japanese). I will join after vacation, maybe in two days. Also, we have a whistleblower policy in the corporate office, so I am planning to forward this case to that team, which is my last hope. I can only tell you, as nobody takes action on this, that it is the real cause of corporate games and politics. It's very difficult.

LET US SEE WHETHER TRUTH WINS OR POLITICS!!!

Thanks a lot,
SH