Handling Employee Concerns: How Do You Manage Delays in Performance Reviews?

Dear professionals,

A few of our employees are continuously asking for updates regarding their performance review meeting. The meeting has been rescheduled due to some critical issues, but the rescheduled date has not been confirmed by management. I have been informed by management that there are ongoing discussions, and they will update us with the new date. This information has also been communicated to the employees. Despite this, they continue to inquire about the meeting date.

How to Handle Delays and Queries from Employees

How can we better handle the delays and queries from employees? Your guidance is greatly appreciated.

Thanks in advance.

Dear Priyalakshmi,

Though in the wrong context, a few HR professionals refer to the concepts of Performance Appraisal (PA) or Performance Review (PR) as an annual salary increment. Have you used the concept of PR in that context? If not, let me provide further clarification.

Occasionally, businesses have to pass through a rough patch. Against this backdrop, it becomes difficult to maintain the yearly schedule of salary increases. However, while salary increases could be delayed, the process of PR should not be neglected. It should be conducted as per the schedule.

Whether the annual salary increment or PR itself is getting delayed, the top leadership is expected to conduct a town hall meeting and explain why there is a delay. They are expected to be transparent. In contrast, opacity creates fodder for the grapevine, which muddies the organization's culture.

In view of this, I recommend you speak to the top leadership and convince them of the importance of the town hall meeting. Tell them that you are too junior to face the queries from the general staff.

Thanks,

Dinesh Divekar

I fully agree with Mr. Divekar, sir, regarding your query. There are two things: Performance Review and its linkage to annual rewards, awards, increments, promotions, etc. As the HR in charge, you need to convey this information to your top management. In many companies, the annual appraisal is used to leverage the rewards. This has to be clearly brought out during the PMS process itself. Lack of clarity or transparency will lead to employees making guesses. It is apparent that in your organization, such a linkage has not been formally or officially announced. If you have a robust PMS in your organization, this situation would not have arisen. If you do not have a PMS, consider someone like me. I have been involved in PMS for over two decades and now work as an auditor for several organizations in India and the Middle East.

Best wishes