Dear Friends,
I am working as a Finance Executive in one of the reputed hospitals in Bangalore. Recently, there was an increment where my previous boss had given me a 50% hike, but the current manager changed it to 7%. When we all inquired with the new Head of Department, he explained that he adjusted the appraisal according to management instructions and mentioned that based on my performance over the last three months (since he joined), he approved the increment.
Recently, he informed me that I have been transferred from the Finance Department to the Front Office.
Please advise me on what steps I can take.
Regards,
Vinod
From India, Bangalore
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I am working as a Finance Executive in one of the reputed hospitals in Bangalore. Recently, there was an increment where my previous boss had given me a 50% hike, but the current manager changed it to 7%. When we all inquired with the new Head of Department, he explained that he adjusted the appraisal according to management instructions and mentioned that based on my performance over the last three months (since he joined), he approved the increment.
Recently, he informed me that I have been transferred from the Finance Department to the Front Office.
Please advise me on what steps I can take.
Regards,
Vinod
From India, Bangalore
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There is very little you can do as such. First, it is the decision of the employer as to what increment you will be given. If you are in a large company that has a well-staffed HR department and a good grievance management system, you can take up the matter with them. If not, then any attempt to escalate the matter would make it worse for you as your manager is likely to retaliate.
When your appraisal was revised, and you were told your performance was not up to the mark, what did you do? Did you ask him for pointers and specific cases based on which he has taken the decision? Did you make any attempt to improve and give the new manager confidence in your ability? If you didn't, then obviously your new manager finds you a liability and wants you out of his department quickly.
If your skills and training are in finance, and you do not want to work in the front office, you may have to look for another job.
From India, Mumbai
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2501When your appraisal was revised, and you were told your performance was not up to the mark, what did you do? Did you ask him for pointers and specific cases based on which he has taken the decision? Did you make any attempt to improve and give the new manager confidence in your ability? If you didn't, then obviously your new manager finds you a liability and wants you out of his department quickly.
If your skills and training are in finance, and you do not want to work in the front office, you may have to look for another job.
From India, Mumbai
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Dear Vinod,
The last sentence of your post speaks volumes. Your transfer from the finance department to the front office could be a ploy. Is this an indirect signal for you to submit your resignation? In some organizations, this method is followed. They do not explicitly ask employees to resign.
By the way, you need to do some introspection. Why did things reach a point where a transfer to another department was necessary? What was your job description, and did you fulfill your duties as per your JD? Did you experience friction with your superior or manager? The reduction of the agreed-upon 50% salary hike to 7% may indicate that your superiors were not satisfied with your performance. Therefore, you are in the best position to assess your own performance.
Thanks,
Dinesh V Divekar
From India, Bangalore
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The last sentence of your post speaks volumes. Your transfer from the finance department to the front office could be a ploy. Is this an indirect signal for you to submit your resignation? In some organizations, this method is followed. They do not explicitly ask employees to resign.
By the way, you need to do some introspection. Why did things reach a point where a transfer to another department was necessary? What was your job description, and did you fulfill your duties as per your JD? Did you experience friction with your superior or manager? The reduction of the agreed-upon 50% salary hike to 7% may indicate that your superiors were not satisfied with your performance. Therefore, you are in the best position to assess your own performance.
Thanks,
Dinesh V Divekar
From India, Bangalore
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Apart from what Mr. Banerjee and Mr. Dinesh have said, I would like to add: What are your expectations regarding a 50% increment every year? Even if you have such expectations, have you provided any evidence of increased productivity to justify the desired increment from management? I encourage you to self-analyze and then get back to discuss further.
From India, Ahmadabad
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From India, Ahmadabad
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Saji,
I think his grievance is that he was supposed to get a 50% increment. However, his boss, who had recommended (or perhaps decided) on the 50% increment, left. The new boss, after observing his work for 3 months (but before the increment was implemented), reduced it to 7%. He wants to sue the new boss for that, I think.
From India, Mumbai
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I think his grievance is that he was supposed to get a 50% increment. However, his boss, who had recommended (or perhaps decided) on the 50% increment, left. The new boss, after observing his work for 3 months (but before the increment was implemented), reduced it to 7%. He wants to sue the new boss for that, I think.
From India, Mumbai
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Full details are not available to join the discussion. What was the basis of the increment conveyed to the employee while appointing him to a job? What was the performance level stipulated matching with a hike in salary cost? Whether the employee was informed well ahead of time that his hike is linked to the job description and productivity or the increase stated in the issue for discussion was the suo-motto decision of the new manager. If the hike was as per notification with a level playing field, then it cannot be questioned. If the hike was without any prior notice, then the issue comes down to the guts of the employee versus the authority of the employer. As regards the change of department, it is fully as per the job rotation and manpower management policy of the organization. Normally, it cannot be fought.
M J P DEVADOSS
From India, Madurai
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M J P DEVADOSS
From India, Madurai
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Performance Appraisal Form for Staff.doc