How Should We Handle a Performance Review When No Tasks Were Assigned During Probation?

Hi,

This is regarding the confirmation given to an employee after the probation period. He joined us three months ago and has not been assigned any tasks from abroad so far. Our probation period lasts for three months. We started operations in India only a year ago, and during that time, I have not encountered this situation with any other employees. We typically offer a performance-based hike after the confirmation period. However, in this employee's case, we are unable to analyze his performance over the last three months due to the lack of assigned tasks. Since tasks have not been delegated by us, we are unsure how to proceed with the hike for him. Could you please advise me on how to handle this situation?

Regards,
Meera

Hi Meera,

In this case, you don't have any other option other than offering him the minimum hike as per the company's standard.

~Sanjay

Yes, I do agree with Sanjay that you need to give him a minimum hike to the employee since he is not at fault. The company is responsible for assigning work and evaluating based on that.

Regards,
Anu

Hi Suresh,

You can appraise him based on his attendance, punctuality, and attitude since he has not been assigned any tasks.

Regards,
Suresh

I agree with Suresh. You can appraise him based on his attendance, attitude, code of conduct, and discipline maintained by him in these 3 months. Moreover, his dedication towards work and self-dependency to complete the projects can also be taken as the basis for a hike.

Regards,
Rupali

Hi Rupali,
Evaluating the employee based on his attendance, attitude, his code of conduct and descipline maintained etc is fine..... Since he wasn't given any tasks to accomplish… do you think it is possible to evaluate his dedication towards work and self dependency to complete the projects??
~Sanjay

I don't accept a hike based on punctuality or dress code as there could be many employees who are workaholics (if work assigned), and such individuals obviously prefer to do their job with flexible hours. It's better to give them the aggregate value of the hike, ask them to wait as you're going to append the hike value in the next appraisal after their performance. It's advisable to give them the aggregate value of the hike, ask them to wait as you're going to include the hike value in the next appraisal after their performance.

Hi,

I would like to know on what basis or on whose request he has been recruited. This will help to guide you.

Regards,
Vijayakumar

I am of the opinion that a minimum pay hike should be given to the employee as per the terms and conditions of employment. Giving tasks is a matter of concern for employers. My suggestion is that UA, as the representative of the employer, must adopt a proper decision-making strategy, strictly conducting a SWOT analysis. I hope UA will consider this approach.

Jaigopal Tiwari

Dear Meera,

I agree with Sanjay and Suresh. Both answers can help you with the hike process, but first, check your policy to see if it permits it.

Regards,
Hemant

Hi,

You can increase the probation period of that person. There is no need to give any kind of confirmation until he performs.

Regards,
Arshiya

Hi,

You should increase the probation period of that person. According to the law, if an employee is not performing well, his probation period can be extended.

Regards,
Arshiya

Hi,

I think you should evaluate on what basis or on whose request he has been recruited. Then, try to get some performance and personal evaluation (a scorecard will help greatly). Consider giving him a decreased payment based on the payment scale within your company, or offer him the option to retire.

Hi,

I think that the extension of the probation period of the employee in question may be a bad practice of HR. If an increment is not given, the employee is not at fault. Of course, the employee can be alerted for not receiving any extension if the employer has no tasks within his capability and ability.

Jaigopal Tiwari

Dear Meera,

Good day! You should consider the following:

1. Degree of initiative he has taken even though he was not assigned the work.
2. Interest he has shown in the existing activities - does he engage or just pass time and leave?
3. How he presents himself in the organization - does he give presentations?
4. Teamwork - Has he joined any workgroups for tasks like certification?
5. Vigor - Does he communicate with others about his project's status and how does he respond?
6. Has he attended any training? If not, has he trained anyone?

Based on the above criteria, please rate him on a scale from 1 to 10. Remember, giving an increment after probation is not mandatory; performance is what truly matters. You can mention that while the project has not started, an evaluation has been conducted based on set parameters, and you have met expectations. Your next appraisal will be scheduled for... and a revision will be done at that time.

Cheers,
Venkat

Yes, that's true. You should first inquire whether he has come from someone's reference or through some other source. This will help you to decide the hike rate.

Regards, Minal