Well, I work as a Senior Team Lead in a company for the past four years. I am doing very well, and my work is always appreciated. However, I had some conflicts with another lead who was reporting to me for two years. I am very strict when it comes to work, ensuring that all assigned tasks are completed on time, and I expect the same from my team members. The Team Lead reporting to me was not completing reports on time despite my reminders.
In January last year, he went on a business trip to the US with our manager. Upon their return, I was unexpectedly removed from the project without any explanation. When I inquired about this decision, I received no satisfactory answer and was asked to oversee a different project instead. I was upset about this sudden change, especially since I had started the initial project from scratch and did not want to leave it abruptly. I declined to move to the new project and insisted on managing both projects.
Apart from this issue, everything else was going smoothly. However, my fourth-year appraisal was delayed by two months. Recently, my manager called me for the appraisal review and brought up the previous incidents. The feedback he provided was inaccurate and unjust:
1. He claimed that I provide feedback on the floor, which is untrue as I have never done that.
2. He accused me of trying to take credit for the settled project, which I do not seek as I have a track record of working on projects independently.
3. He mentioned my refusal to move to another project, which I had already explained.
4. He suggested I have ample time to assist other teams, overlooking the fact that I am always available to help my colleagues.
I received a grade of B, which is unusual considering my nine years of experience. Feeling distraught, I expressed my dissatisfaction and even considered resigning if the situation remains unchanged. The situation has left me disheartened, and I am reluctant to return to the office. I learned that the Team Lead under me has threatened to resign if I am not transferred out of the team.
I seek advice on how to address this situation as I am unwilling to accept these inaccuracies.
Thank you.
From India, Gurugram
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2In January last year, he went on a business trip to the US with our manager. Upon their return, I was unexpectedly removed from the project without any explanation. When I inquired about this decision, I received no satisfactory answer and was asked to oversee a different project instead. I was upset about this sudden change, especially since I had started the initial project from scratch and did not want to leave it abruptly. I declined to move to the new project and insisted on managing both projects.
Apart from this issue, everything else was going smoothly. However, my fourth-year appraisal was delayed by two months. Recently, my manager called me for the appraisal review and brought up the previous incidents. The feedback he provided was inaccurate and unjust:
1. He claimed that I provide feedback on the floor, which is untrue as I have never done that.
2. He accused me of trying to take credit for the settled project, which I do not seek as I have a track record of working on projects independently.
3. He mentioned my refusal to move to another project, which I had already explained.
4. He suggested I have ample time to assist other teams, overlooking the fact that I am always available to help my colleagues.
I received a grade of B, which is unusual considering my nine years of experience. Feeling distraught, I expressed my dissatisfaction and even considered resigning if the situation remains unchanged. The situation has left me disheartened, and I am reluctant to return to the office. I learned that the Team Lead under me has threatened to resign if I am not transferred out of the team.
I seek advice on how to address this situation as I am unwilling to accept these inaccuracies.
Thank you.
From India, Gurugram
Acknowledge(0)Amend(0)
Consider All Perspectives
You have presented your point of view. It is essential to consider the other side as well to ensure fairness in giving comments.
Consultation with HR
Secondly, you have not mentioned HR. Did you consult HR during these events? What are their perspectives?
Key Result Areas (KRAs)
Thirdly, there is no mention of your Key Result Areas (KRAs). In your performance appraisal, what percentage is attributed to measurable components and what percentage to general components? The measurable component should have evidence, eliminating disputes in that aspect.
You listed four points in your post. Requesting time to discuss with your manager could have been a good approach. Subsequently, in a follow-up meeting, presenting counter-evidence could have been beneficial.
Industry Context and Conflict Resolution
Assuming you are in the IT/ITES industry, interpersonal conflicts are common. Lack of training in conflict resolution, interpersonal skills, teamwork, and performance appraisal processes can lead to such issues.
Have you considered escalating the matter to your superiors? While resigning is an option, I recommend leaving the job gracefully and without complaint.
Best regards,
Dinesh V Divekar
From India, Bangalore
Acknowledge(1)Amend(0)
You have presented your point of view. It is essential to consider the other side as well to ensure fairness in giving comments.
Consultation with HR
Secondly, you have not mentioned HR. Did you consult HR during these events? What are their perspectives?
Key Result Areas (KRAs)
Thirdly, there is no mention of your Key Result Areas (KRAs). In your performance appraisal, what percentage is attributed to measurable components and what percentage to general components? The measurable component should have evidence, eliminating disputes in that aspect.
You listed four points in your post. Requesting time to discuss with your manager could have been a good approach. Subsequently, in a follow-up meeting, presenting counter-evidence could have been beneficial.
Industry Context and Conflict Resolution
Assuming you are in the IT/ITES industry, interpersonal conflicts are common. Lack of training in conflict resolution, interpersonal skills, teamwork, and performance appraisal processes can lead to such issues.
Have you considered escalating the matter to your superiors? While resigning is an option, I recommend leaving the job gracefully and without complaint.
Best regards,
Dinesh V Divekar
From India, Bangalore
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