Dear All, I had a word with my manager during the appraisal, and even though my performance is at par, he has suggested a rating of 2 and a performance improvement plan. I have decided to reject the rating and PIP and resign instead of accepting this blot on my record.
However, there are a few queries on my mind:
1. The standard notice period is 90 days. If I find a new job midway through the notice period, can I request the employer to release me earlier?
2. Secondly, what should be the basis of my resignation? Since I am not accepting their appraisal, should I resign citing personal reasons within the family or better prospects? I am also unsure about the next 3-4 months if I attend interviews at other companies. Should I disclose that I am in a notice period and explain why I resigned? Companies typically ask for proof of resignation, so I have to show the email.
Thanks,
Dev
From India, Pune
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However, there are a few queries on my mind:
1. The standard notice period is 90 days. If I find a new job midway through the notice period, can I request the employer to release me earlier?
2. Secondly, what should be the basis of my resignation? Since I am not accepting their appraisal, should I resign citing personal reasons within the family or better prospects? I am also unsure about the next 3-4 months if I attend interviews at other companies. Should I disclose that I am in a notice period and explain why I resigned? Companies typically ask for proof of resignation, so I have to show the email.
Thanks,
Dev
From India, Pune
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Addressing Dissatisfaction with Performance Appraisal Ratings
As soon as you become dissatisfied with the rating of the Performance Appraisal (PA), you should not immediately consider resigning. If you feel you are being victimized, the veracity of your claim needs to be verified. Please check what the provisions are for reviewing the appraisal rating. Additionally, your manager should have provided reasons for awarding you a rating of 2. Is this rating on a scale of 5 or 10? Understand the rationale behind why your manager decided to give you these marks. Were Key Result Areas (KRAs) assigned to you at the beginning of the quarter/half-year/year? If so, do you have evidence of achieving higher performance? Are there any weaknesses that you may be overlooking but your managers have identified? Did your rating decrease due to behavioral attributes?
Kindly consult with your HR department regarding the Policy on Performance Appraisals. Verify what the policy states about the review process. If you are in a state of denial, I urge you to break free from it, hence my recommendation.
The issue you have raised is not uncommon and occurs in various organizations. This is why, in my consulting services on Performance Management Systems (PMS), I focus on bridging this perception gap.
Thanks,
Dinesh Divekar
From India, Bangalore
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8072As soon as you become dissatisfied with the rating of the Performance Appraisal (PA), you should not immediately consider resigning. If you feel you are being victimized, the veracity of your claim needs to be verified. Please check what the provisions are for reviewing the appraisal rating. Additionally, your manager should have provided reasons for awarding you a rating of 2. Is this rating on a scale of 5 or 10? Understand the rationale behind why your manager decided to give you these marks. Were Key Result Areas (KRAs) assigned to you at the beginning of the quarter/half-year/year? If so, do you have evidence of achieving higher performance? Are there any weaknesses that you may be overlooking but your managers have identified? Did your rating decrease due to behavioral attributes?
Kindly consult with your HR department regarding the Policy on Performance Appraisals. Verify what the policy states about the review process. If you are in a state of denial, I urge you to break free from it, hence my recommendation.
The issue you have raised is not uncommon and occurs in various organizations. This is why, in my consulting services on Performance Management Systems (PMS), I focus on bridging this perception gap.
Thanks,
Dinesh Divekar
From India, Bangalore
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Please reject the rating. A lower rating than the proposal of a Performance Improvement Plan (PIP) is meant to force you to resign. Considering resignation due to a lower rating and PIP would be a self-destructive plan. PIP is typically a precursor to termination for inadequate performance. Essentially, the management aims for their actions to be uncontested, whether you accept the PIP and eventually get terminated for not showing improvement, or you are pressured to resign.
Therefore, why agree to a lower rating, PIP, or contemplate resignation? Instead, suggest to the manager to terminate your employment after providing the required 90 days' notice. They are likely to be reluctant to reach that stage.
From India, Delhi
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Therefore, why agree to a lower rating, PIP, or contemplate resignation? Instead, suggest to the manager to terminate your employment after providing the required 90 days' notice. They are likely to be reluctant to reach that stage.
From India, Delhi
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Performance Improvement Plan.doc