Issue Brief:
My performance rating was not calculated properly due to internal politics in the company. They did not reply to the questions I asked them in an email to explain why I was rated low. After they conducted a Performance Improvement Process over a 2-month period, they continued with the same politics. They verbally informed me after 2 months that I had cleared it, but later, after 3 months, they said I did not clear it. Now, they are asking me to resign without a notice period immediately. What should I do now?
Issue Description:
I am working in Bangalore in a software company (it has received very negative feedback from most employees regarding performance ratings, leading many to resign). My issue is that they did not monitor my tasks properly and ultimately gave me a "needs improvement" rating. I work as an automation software tester, but I have been working with managers who are not knowledgeable about automation and are unaware of the work I am doing.
How can I prove to HR that I have been working effectively?
Issues in Status Monitoring:
Managers do not assign tasks to me through email; they communicate orally. They instruct me to support the team and communicate with clients on the team's behalf. These instructions are given verbally, leaving no tangible proof of my work as a lead. The only evidence I have is emails sent to clients. However, we do not have access to the client environment emails after being relieved from the project due to working in a VDI concept.
Tasks Completed:
I supported a 7-member team to complete their tasks, ensuring my code count was equal to or less than that of other team members. I wrote code for complex tasks to reduce the workload of other team members who were unable to handle it. I corrected errors made by the team members, reducing their workload.
Issue:
I fell ill and requested a 7-day leave from my manager due to the stress of leading the team. During my absence and the comparatively lesser workload handled by me, the client notified my manager that I was not performing adequately.
Performance Evaluation Process:
As a result, they gave me a 2-star rating indicating the need for improvement. I did not accept this rating via email and sought clarification. However, they did not respond and proceeded with the Performance Improvement Plan (PIP) process. After 2 months, I was informed orally that I had cleared the PIP. However, after another month, they provided negative feedback, claiming they had not confirmed my improvement via email. They are now pressuring me to resign. What should I do?
Mistakes in PIP Process by HR to be considered:
They praised my work in an email by awarding bonus points. They initially provided positive feedback in an email by the end of the PIP deadline, but later extended it to give negative feedback. They failed to monitor my tasks with an automation engineer. They did not communicate task assignments or feedback via email. I completed more code than the other team members.
My performance rating was not calculated properly due to internal politics in the company. They did not reply to the questions I asked them in an email to explain why I was rated low. After they conducted a Performance Improvement Process over a 2-month period, they continued with the same politics. They verbally informed me after 2 months that I had cleared it, but later, after 3 months, they said I did not clear it. Now, they are asking me to resign without a notice period immediately. What should I do now?
Issue Description:
I am working in Bangalore in a software company (it has received very negative feedback from most employees regarding performance ratings, leading many to resign). My issue is that they did not monitor my tasks properly and ultimately gave me a "needs improvement" rating. I work as an automation software tester, but I have been working with managers who are not knowledgeable about automation and are unaware of the work I am doing.
How can I prove to HR that I have been working effectively?
Issues in Status Monitoring:
Managers do not assign tasks to me through email; they communicate orally. They instruct me to support the team and communicate with clients on the team's behalf. These instructions are given verbally, leaving no tangible proof of my work as a lead. The only evidence I have is emails sent to clients. However, we do not have access to the client environment emails after being relieved from the project due to working in a VDI concept.
Tasks Completed:
I supported a 7-member team to complete their tasks, ensuring my code count was equal to or less than that of other team members. I wrote code for complex tasks to reduce the workload of other team members who were unable to handle it. I corrected errors made by the team members, reducing their workload.
Issue:
I fell ill and requested a 7-day leave from my manager due to the stress of leading the team. During my absence and the comparatively lesser workload handled by me, the client notified my manager that I was not performing adequately.
Performance Evaluation Process:
As a result, they gave me a 2-star rating indicating the need for improvement. I did not accept this rating via email and sought clarification. However, they did not respond and proceeded with the Performance Improvement Plan (PIP) process. After 2 months, I was informed orally that I had cleared the PIP. However, after another month, they provided negative feedback, claiming they had not confirmed my improvement via email. They are now pressuring me to resign. What should I do?
Mistakes in PIP Process by HR to be considered:
They praised my work in an email by awarding bonus points. They initially provided positive feedback in an email by the end of the PIP deadline, but later extended it to give negative feedback. They failed to monitor my tasks with an automation engineer. They did not communicate task assignments or feedback via email. I completed more code than the other team members.