Feeling Overlooked: How to Tackle a Delayed Performance Appraisal?

Hi, how should you approach your appraisal if you feel like you should have received it a long time ago?

Clarifying Your Issue

Please disclose your issue/problem clearly in the forum. Such short lines will not effectively convey your points here. If you are referring to Performance Appraisal while working in a company, it will be conducted in accordance with the company's HR policy. If you wish to address any other matter, please articulate it clearly.

Regards

I am currently working in a generalist profile in a company for the last 9 months. They have a policy of confirming services after 6 months, for which I have not received any confirmation letter yet. However, it has been issued to everyone who joined after me and completed their 6-month tenure. Additionally, I am recruiting like outside consultants. I have been achieving more than what is expected. Despite this, I have not seen any initiative from my seniors regarding a salary appraisal. My current CTC is very low, similar to a data entry profile. I have over a year of experience in this role.

Seeking Advice on Appraisal

Should I approach for an appraisal? If yes, how should I proceed? Please advise.

In any company, whether private or public, appraisals are conducted based on face value rather than bias. Although there may be different tools like 360-degree feedback, point rating, and Balanced Scorecard (BSC), these are primarily for record purposes.

In my view, if you have potential, there's no need to tell your boss or approach anyone. Simply search for a better job and make a move. If the company feels that you are indispensable, they will ask you to stay; otherwise, you will be allowed to leave. Nothing is permanent on this earth, so have self-confidence and love your work, not the company.

God bless you.

Don't waste your time in a company where your work is not appreciated. Start searching for a new job with a good package and then leave this job. Before that, have a talk with your senior regarding your salary. If they are willing to give you a raise, that's great. Otherwise, you know what to do.

Take care.

First of all, in any company, whether private or public, the appraisal is done on the basis of face value rather than being biased. Although there may be different tools like 360-degree feedback, point rating, BSC, etc., these are mainly for record-keeping purposes. In my view, if you have potential, then don't disclose anything to your boss or approach anyone. Simply search for a better job and shift yourself. If the company deems you indispensable, then you will likely be asked to stay; otherwise, you will be allowed to leave. Remember, nothing is permanent on this earth, so maintain self-confidence and love your work, not just the company.

God bless you.

Idea for Appraisal Discussion

I have an idea. Please suggest whether it'll work or not. What if I create a complete comparison of my KRA and KPI and ask management to justify "why do I not deserve an appropriate hike in my salary"? Would that work?

I have already started looking for a new job, but I believe I should discuss with them using reasonable arguments before I decide to quit.

How to approach an appraisal if you think it's time you should have received it long ago? It should not be allowed to diminish your self-esteem. If you know and feel you have done well, feel assured. Conduct your own self-appraisal and submit it to your boss, then ask for a meeting to discuss their feedback. Take responsibility for your appraisal into your own hands. The purpose of an appraisal is to understand what you are doing well and what you can improve on. Approach the appraisal only from that perspective. You could even try a 360-degree assessment from your peers and subordinates.

Well, there is a catch. Outside employers think I am a non-performer since they compare my salary with my experience. I really am caught in a vicious circle and feel helpless.

Regards.

Have you ever asked your manager why they haven't confirmed you? If yes, then what was their answer? If you haven't asked and are thinking of leaving the job, it is like giving up without trying.

Sorry to say, but I feel it is a little inappropriate to say that your salary is less than a data entry role. The question then arises, why did you agree to join and continue? You may have some reasons for it.

Please understand that every company presents a CTC to an applicant (whether it is up to market standards or commensurate with your experience is debatable. The company pays according to their budget). It is completely the right of the applicant to accept or reject the offer. When accepted, give 100% and expect good growth and a hike if you perform excellently. However, it's only been 9 months, and companies typically appraise after 1 year. So, wait until then, and if you are not satisfied, it is again your right to leave the company and search for something else.

You can have an open discussion with your boss or department manager regarding your probation evaluation form. The question of the appraisal form arises only after you become a confirmed employee. Have you ever tried to discuss your confirmation in service with your boss?

During the final interview, every company management would provide an overview to the applicant (prospective candidate) about the CTC they will receive. Hopefully, this occurred in your case as well. Once you accept this, there is no point in lamenting afterwards.

Be assertive (not aggressive) and present your case to your boss (remember, a crying child will only get milk).

Best wishes,
R. K. Nair

Have you ever asked your manager why they haven't confirmed you? If yes, then what was their answer? If you haven't asked and are thinking of leaving the job, it is like giving up without trying.

Sorry to say, but I feel it is a little inappropriate to say that your salary is less than a data entry role. The question then arises, why did you agree to join and continue? You might have your reasons for it. Please understand that every company presents a CTC to an applicant (whether it meets market standards or aligns with your experience is debatable. The company pays according to their budget). It is completely the right of the applicant to accept or reject the offer. When accepted, give your 100% and expect good growth and a hike if you perform excellently. However, it's only been 9 months, and companies typically appraise after 1 year. So, wait until then, and if you are not satisfied, it is again your right to leave the company and search for something else.

I compromised on this salary since I was jobless at that time. The company has a policy of evaluation after 6 months, and I've seen people being appraised after 6 months. At least I should have been informed why I do not deserve the appraisal or if they have extended the period, they must give me a letter stating that, as they did with a few employees.

Logical Approach to Appraisal

I think I should ask logically by comparing KRA and KPI.

Regards.

Very well then. I've drafted an email since written communication is better, as he will have to provide clarification on it. I am about to send it. Let's see what happens.

Hi all, as planned, I sent an email asking for clarification on "confirmation letter" and "appraisal," which was due for the last 2 months. My reporting manager told me orally that he has extended my probation and will take two more months to confirm. However, when I asked for a written notice for this, he manipulated the conversation into another direction. As my performance is much better than what they expect it to be, he replied saying, "We extended your probation since I don't see any eagerness in you." Now, it's clear he is just trying to escape. Please suggest what I should do now.

Hi, how should you approach your appraisal if you feel like you should have received it a long time ago?

Approaching for an Appraisal

Hi All, as planned, I sent an email asking for clarification on the "confirmation letter" and "appraisal," which were due for the last two months. My reporting manager orally informed me that he has extended my probation and will take two more months to confirm. However, when I requested a written notice for this, he steered the conversation in another direction. Despite my performance exceeding their expectations, he responded by saying, "We extended your probation since I don't see any eagerness in you." It is clear now that he is simply trying to avoid the issue. Please suggest what I should do now.

attribution https://www.citehr.com/494281-feelin...#ixzz32YymAOAw

Hi, why are you fighting within yourself? There is no meaning in expecting them to come back to you and give an explanation for not confirming you. Please go and have a discussion, and then we can evaluate.

As planned, I sent an email asking for clarification on "confirmation letter" and "appraisal," which was due for the last 2 months. My reporting manager told me orally that he has extended my probation and will take two more months to confirm. However, when I asked for written notice for this, he manipulated the conversation into another direction. As my performance is much better than what they expect it to be, he replied saying, "We extended your probation since I don't see any eagerness in you." Now, it's clear he is just trying to escape. Please suggest what I should do now?

attribution https://www.citehr.com/494281-feelin...#ixzz32YymAOAw

Did the conversation/discussion just end by saying that you have not shown any eagerness, or was there any explanation for that? I am sure if he had not given any explanation, you wouldn't have left it like that. You must have definitely asked for it. What was it?

If everybody else is confirmed, why are you exceptional? Is there anything that is untold?

Finally, if you are not satisfied, then you can leave the company, but I think introspection is definitely needed here. You need to understand what is falling short and work on that rather than switching jobs.

Did the conversation/discussion just end by saying that you have not shown any eagerness, or was there any explanation for that? I am sure if he had not given any explanation, you wouldn't have left it like that. You must have definitely asked for it. What was it?

If everybody else is confirmed, why are you exceptional? Is there anything that is untold?

Finally, if you are not satisfied, then you can leave the company, but I think introspection is definitely needed here. You need to understand what is falling short and work on that rather than switching jobs.

Firstly, I was alone there along with my reporting HR, and as I said, he manipulated the topic towards trivial issues such as "I've allowed a lot of convenience to you, etc."

Secondly, I am not satisfied because why did he not inform me three months back when I was supposed to receive the letter? Why now, and only after when I asked for it?

Thirdly, leaving the company is like giving up what is my right. I deserve the letter and appraisal, but since he has no logical answer to that, he is just deferring. I've seen him doing this with the rest of the employees, but when they object, he sooner or later delivers what ought to be.

I posted this issue here so that I could get quick and competent advice, which I must say I haven't seen yet. Please, if anyone could help rather than investigating. I have already given sufficient information.

Hi dear,
Wait and gain proper experience from your current organization. Simultaneously, try to search for a new job that aligns with your goals. Stay positive all the time.

Hi dear, wait and gain proper experience from your existing organization while simultaneously searching for a new job that aligns with your goals. Stay positive all the time.

Addressing the Situation

Hi Awadhesh Sir, I have already started looking for outside opportunities, but ignoring this situation is not a sustainable solution. If I quit, it might send the wrong message that undermining an employee's rights is acceptable.

Regards.

If your immediate boss is telling you that there is no eagerness, then try to have a detailed discussion in person. Ask him in the meeting why he thinks that you are not eligible for an appraisal. After the meeting, send him the minutes of the meeting via email, marking cc to his boss as well, and ask for confirmation over email.

I would also suggest that you prepare your work report comparing Work Assignments versus Work Done. Additionally, mention your achievements in the report. Send this report to your senior and cc his senior.

Make sure to keep the final decision authority in the loop. There might be a possibility that if your senior is not the final decision-maker, he might take credit for the work done by you.

Regards,