Background verification negative after joinning job - company issued a show-cause letter - for satisfactory justification.

Dear Concern,

After one month of joining, my background verification returned negative due to nonperformance. My company has issued a show-cause letter, and now they require a written satisfactory justification. Please help me with what I should do to rectify this situation.

Thank you.

What justification can I give to my current employer in case a background verification result is negative? Please help, I want to provide an explanation.

Your question is unclear. Please provide full details, including background and all circumstances, to enable members to understand. Then, perhaps, someone could give you an answer.

But seriously, how do you expect members of this forum to give an answer when they don't know you, your work, your employers, or why you got a negative?

Dear Concern,

My previous organization has given negative feedback on non-performance. Now, my current organization needs justification via email. Please help.

Thank you.

Like I said before,

We have no details of what happened, so how do you expect someone to give you a justification mail? It's something you have to work out on your own.

I worked with that organization for 5 months in the direct channel. There were not enough resources to conduct business, and I did not receive proper support to meet my targets starting from the second month. I communicated with my manager about the need for resources to achieve my goals, but I did not receive appropriate assistance. Please advise on the type of justification I can provide in this situation.

It seems your ex-employer had lambasted your job performance in the BGV. In such a scenario, we have nothing to comment.

Please render your assurance or reassurance to your current employer that you will improve your job performance in your current job and try to save your skin.

In my understanding, you can submit an explanation/representation highlighting the constraints you had faced in the earlier employment. Assure the present employer that the said report cannot be an equitable and judicious benchmark, especially in light of the performance in the present job.

Dear Dr. Shu,

The problems of this kind arise because HR professionals in general and top leadership, in particular, do not understand the difference between the removal of employees on account of "administrative reasons" and on "disciplinary grounds".

Underperformance is not an evil act as such. Yes, your previous employer had certain expectations for your position and since you could not meet those expectations, they removed you. Removal from the job is nothing but a punishment. Therefore, explain to your employer that for whatever happened in the previous company, you have already been punished. If the current employer also takes action for what occurred in the previous employment, it would be double punishment and against Indian jurisprudence. Principles of natural justice enshrined in the constitution do not allow more than one punishment, even for a crime.

Address your letter to the MD of the company. However, route it through the HR department.

General Comments: The post reflects the psyche of Indians in general. People always expect everyone to succeed every time, and failure is considered morally bad or wrong. It is believed that those who fail once will fail forever. This is nothing but social bias. The sooner HR professionals get rid of it, the better for society.

Thanks,

Dinesh Divekar

First, your existing company does not have professional ethics; they should complete all these formalities before releasing an offer. Now, you give justification that the company has given wrong feedback, and they can assess your performance during probation.