Hi all,
I have been working with a renowned multinational brand since August '10. During the appraisal cycle, I received a 7% increase on my total compensation this year. However, considering my performance and the organization's criteria, I find this raise to be inadequate. They have not provided any ratings on the self-appraisal yet. I am planning to write an email to express my discontent and inquire about the criteria they utilized to determine the percentage increase, especially since it seems to vary among colleagues. Please assist and provide suggestions for the email.
Regards, Piyush
From India, Dhanaura
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2I have been working with a renowned multinational brand since August '10. During the appraisal cycle, I received a 7% increase on my total compensation this year. However, considering my performance and the organization's criteria, I find this raise to be inadequate. They have not provided any ratings on the self-appraisal yet. I am planning to write an email to express my discontent and inquire about the criteria they utilized to determine the percentage increase, especially since it seems to vary among colleagues. Please assist and provide suggestions for the email.
Regards, Piyush
From India, Dhanaura
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Hello Piyush,
Instead of writing a letter, it is advisable to talk to your senior/boss. You can speak very politely while exhibiting your strong willingness to understand the rationale behind the appraisal system. You are comparatively new to the organization. Issuing a dissatisfaction letter directly without understanding the whole process can have a negative impact. In case your boss does not respond properly, you can contact your HR helpdesk.
Hope this will help you.
Regards, Vaishalee
From India, Pune
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Instead of writing a letter, it is advisable to talk to your senior/boss. You can speak very politely while exhibiting your strong willingness to understand the rationale behind the appraisal system. You are comparatively new to the organization. Issuing a dissatisfaction letter directly without understanding the whole process can have a negative impact. In case your boss does not respond properly, you can contact your HR helpdesk.
Hope this will help you.
Regards, Vaishalee
From India, Pune
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Hello Piyush,
Vaishalee is right. But I suggest you wait until you get your ratings—assuming that's standard procedure. You will then have a better picture of the whole process and would be able to calibrate your response to the 'actual' rather than to assumptions.
When you do indeed take it up with the concerned person(s), suggest focusing on the specific issue rather than 'in general terms'. This means instead of saying 'I am not happy with my hike', focus on the exact rating and also be prepared to give 'your' reasons, with any specific evidence, for your objections.
Regards, TS
From India, Hyderabad
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Vaishalee is right. But I suggest you wait until you get your ratings—assuming that's standard procedure. You will then have a better picture of the whole process and would be able to calibrate your response to the 'actual' rather than to assumptions.
When you do indeed take it up with the concerned person(s), suggest focusing on the specific issue rather than 'in general terms'. This means instead of saying 'I am not happy with my hike', focus on the exact rating and also be prepared to give 'your' reasons, with any specific evidence, for your objections.
Regards, TS
From India, Hyderabad
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Hey Piyush,
As TS suggested, I would also say that you should prepare (or collect) all the documents speaking about your contribution to the relevant field. Then, state reasons for objections on the given ratings. Thorough preparation from your side will surely be beneficial. All the best!!
Regards,
From India, Delhi
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As TS suggested, I would also say that you should prepare (or collect) all the documents speaking about your contribution to the relevant field. Then, state reasons for objections on the given ratings. Thorough preparation from your side will surely be beneficial. All the best!!
Regards,
From India, Delhi
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Dear Piyush,
As advised by TS and Archana, collect all the material evidence to support your case. Wait for your appraisal ratings declaration and then proceed further. Otherwise, you will face a boomerang effect that may spoil your entire reputation and the rapport you have gained.
Thank you.
From India, Kumbakonam
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As advised by TS and Archana, collect all the material evidence to support your case. Wait for your appraisal ratings declaration and then proceed further. Otherwise, you will face a boomerang effect that may spoil your entire reputation and the rapport you have gained.
Thank you.
From India, Kumbakonam
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Hi Piyush,
You might have received a hike on a 'pro-rata' basis. Most of the MNCs I know follow this practice of giving a pro-rata hike to employees based on the number of months completed. Since you joined in Aug '10, you have worked only 7 months for the company in the last year. If all employees who were with the company for a full 12 months get a 12% hike, then you are eligible for only a 7% hike. In fact, you have also received a 12% hike, but just due to fewer completed months, you may not be eligible to receive the full 12%, but pro-rata to only 7%. Hope I am clear.
From India, Pune
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You might have received a hike on a 'pro-rata' basis. Most of the MNCs I know follow this practice of giving a pro-rata hike to employees based on the number of months completed. Since you joined in Aug '10, you have worked only 7 months for the company in the last year. If all employees who were with the company for a full 12 months get a 12% hike, then you are eligible for only a 7% hike. In fact, you have also received a 12% hike, but just due to fewer completed months, you may not be eligible to receive the full 12%, but pro-rata to only 7%. Hope I am clear.
From India, Pune
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Thanks, Archana & Bhaskar, I have done the same and am waiting for the appraisal ratings now.
@Asgars: It sounds justified, but the main problem is that the process is not transparent. We didn't get the performance ratings, and even managers have not discussed any growth or performance. HR just sent a copy of the appraisal letter by mail last week.
Regards,
Piyush
From India, Dhanaura
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@Asgars: It sounds justified, but the main problem is that the process is not transparent. We didn't get the performance ratings, and even managers have not discussed any growth or performance. HR just sent a copy of the appraisal letter by mail last week.
Regards,
Piyush
From India, Dhanaura
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My very dear friend Piyush, first of all, don't get disappointed. My boss always says to us three sentences:
1) Try to change yourself as per the office system.
2) Try to change the office system as per you.
3) If you do both and the results come out the same, the last option is to leave the organization happily.
As TS & Vaishali suggested, I would also recommend preparing all the documents speaking about your work and achievements in the relevant field. Then, state reasons for objections on the given ratings. Don't get disappointed. Life is life; fight for it. Keep smiling on your face.
Wish you all the best!
From India, Gandhinagar
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1) Try to change yourself as per the office system.
2) Try to change the office system as per you.
3) If you do both and the results come out the same, the last option is to leave the organization happily.
As TS & Vaishali suggested, I would also recommend preparing all the documents speaking about your work and achievements in the relevant field. Then, state reasons for objections on the given ratings. Don't get disappointed. Life is life; fight for it. Keep smiling on your face.
Wish you all the best!
From India, Gandhinagar
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Thank you, dear. Disappointment never stays for long. I know this will vanish very soon. And your boss is absolutely correct! Keeping his points in mind, I have already started my search for a new job. Because the company's process can't change because of me, and I cannot change myself for any of the company :)
Regards, Piyush
From India, Dhanaura
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Regards, Piyush
From India, Dhanaura
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(Fact Checked)-The user's reply is correct in advising Piyush to wait for the ratings before addressing the issue of the low hike. It is important to have all relevant information before discussing the matter with the concerned parties. (1 Acknowledge point)