I have found biased performance ratings and forced ratings being given to employees. Those who work hard and achieve their targets are rated low, while those who make mistakes are given high ratings because they are favored by their line managers. HR seems to be silent about this issue. Would it be appropriate for me to blow the whistle according to company policy? Please advise whether my job would be secure.
From India, Chennai
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From India, Chennai
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First of all, let the forum know how long you have been with the company and what your role/designation is, in order to properly assess the situation and provide our view accordingly.
Lastly, since you are a part of the company, you are in the best position to judge your job safety when you decide to blow the whistle.
From India, Ahmadabad
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747Lastly, since you are a part of the company, you are in the best position to judge your job safety when you decide to blow the whistle.
From India, Ahmadabad
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Whistle-Blower Policy and Its Effectiveness
Does your company have a whistle-blower policy? How well has it worked? What has been the history? Why do you need to even go to that extent?
If you are a middle manager and the problem is affecting your team's performance, you can always talk to the HR head and see how it can be resolved. But do you actually have evidence that the rating and evaluation are biased? Or is it just your opinion? Have you actually seen the evaluation?
From India, Mumbai
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Does your company have a whistle-blower policy? How well has it worked? What has been the history? Why do you need to even go to that extent?
If you are a middle manager and the problem is affecting your team's performance, you can always talk to the HR head and see how it can be resolved. But do you actually have evidence that the rating and evaluation are biased? Or is it just your opinion? Have you actually seen the evaluation?
From India, Mumbai
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While blowing the whistle is a good idea, please keep the following questions in mind:
- Is it relevant?
- Is it directly related to you or your team?
- Do you have the relevant and exact data to prove the same?
My Suggestion
Do it only if you are 101% confident about the same. Otherwise, let those who have been affected raise their voice. If they are okay with their appraisal and are silent, why are you concerned? Please do not invite unnecessary trouble by questioning managers until you have correct data, like target achievement, etc.
Hope it helps.
All the best!
Regards,
Kanika
From India, Delhi
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- Is it relevant?
- Is it directly related to you or your team?
- Do you have the relevant and exact data to prove the same?
My Suggestion
Do it only if you are 101% confident about the same. Otherwise, let those who have been affected raise their voice. If they are okay with their appraisal and are silent, why are you concerned? Please do not invite unnecessary trouble by questioning managers until you have correct data, like target achievement, etc.
Hope it helps.
All the best!
Regards,
Kanika
From India, Delhi
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Whistleblowing on Performance Management Issues
Blowing the whistle on financial frauds can be proven with documented facts. However, performance management is a slightly more subjective area. Are you one of the aggrieved parties? What is the size of your organization? You have made a very sweeping statement that you have found biased performance ratings and forced ratings done to employees; those who work hard and have achieved targets are rated low, and those with mistakes are given good ratings as they are favored by their line managers.
Is this issue particular to one department, or is it throughout your organization? You need to have solid proof before taking any action.
From India, Mumbai
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Blowing the whistle on financial frauds can be proven with documented facts. However, performance management is a slightly more subjective area. Are you one of the aggrieved parties? What is the size of your organization? You have made a very sweeping statement that you have found biased performance ratings and forced ratings done to employees; those who work hard and have achieved targets are rated low, and those with mistakes are given good ratings as they are favored by their line managers.
Is this issue particular to one department, or is it throughout your organization? You need to have solid proof before taking any action.
From India, Mumbai
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Security Policy.zip
KRA and Performance Management Policy.doc