Issue Brief:
My performance rating was not calculated properly due to internal politics in the company. They did not reply to the questions I asked them in an email to explain why I was rated low. After they conducted a Performance Improvement Process over a 2-month period, they continued with the same politics. They verbally informed me after 2 months that I had cleared it, but later, after 3 months, they said I did not clear it. Now, they are asking me to resign without a notice period immediately. What should I do now?
Issue Description:
I am working in Bangalore in a software company (it has received very negative feedback from most employees regarding performance ratings, leading many to resign). My issue is that they did not monitor my tasks properly and ultimately gave me a "needs improvement" rating. I work as an automation software tester, but I have been working with managers who are not knowledgeable about automation and are unaware of the work I am doing.
How can I prove to HR that I have been working effectively?
Issues in Status Monitoring:
Managers do not assign tasks to me through email; they communicate orally. They instruct me to support the team and communicate with clients on the team's behalf. These instructions are given verbally, leaving no tangible proof of my work as a lead. The only evidence I have is emails sent to clients. However, we do not have access to the client environment emails after being relieved from the project due to working in a VDI concept.
Tasks Completed:
I supported a 7-member team to complete their tasks, ensuring my code count was equal to or less than that of other team members. I wrote code for complex tasks to reduce the workload of other team members who were unable to handle it. I corrected errors made by the team members, reducing their workload.
Issue:
I fell ill and requested a 7-day leave from my manager due to the stress of leading the team. During my absence and the comparatively lesser workload handled by me, the client notified my manager that I was not performing adequately.
Performance Evaluation Process:
As a result, they gave me a 2-star rating indicating the need for improvement. I did not accept this rating via email and sought clarification. However, they did not respond and proceeded with the Performance Improvement Plan (PIP) process. After 2 months, I was informed orally that I had cleared the PIP. However, after another month, they provided negative feedback, claiming they had not confirmed my improvement via email. They are now pressuring me to resign. What should I do?
Mistakes in PIP Process by HR to be considered:
They praised my work in an email by awarding bonus points. They initially provided positive feedback in an email by the end of the PIP deadline, but later extended it to give negative feedback. They failed to monitor my tasks with an automation engineer. They did not communicate task assignments or feedback via email. I completed more code than the other team members.
From India, Coimbatore
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My performance rating was not calculated properly due to internal politics in the company. They did not reply to the questions I asked them in an email to explain why I was rated low. After they conducted a Performance Improvement Process over a 2-month period, they continued with the same politics. They verbally informed me after 2 months that I had cleared it, but later, after 3 months, they said I did not clear it. Now, they are asking me to resign without a notice period immediately. What should I do now?
Issue Description:
I am working in Bangalore in a software company (it has received very negative feedback from most employees regarding performance ratings, leading many to resign). My issue is that they did not monitor my tasks properly and ultimately gave me a "needs improvement" rating. I work as an automation software tester, but I have been working with managers who are not knowledgeable about automation and are unaware of the work I am doing.
How can I prove to HR that I have been working effectively?
Issues in Status Monitoring:
Managers do not assign tasks to me through email; they communicate orally. They instruct me to support the team and communicate with clients on the team's behalf. These instructions are given verbally, leaving no tangible proof of my work as a lead. The only evidence I have is emails sent to clients. However, we do not have access to the client environment emails after being relieved from the project due to working in a VDI concept.
Tasks Completed:
I supported a 7-member team to complete their tasks, ensuring my code count was equal to or less than that of other team members. I wrote code for complex tasks to reduce the workload of other team members who were unable to handle it. I corrected errors made by the team members, reducing their workload.
Issue:
I fell ill and requested a 7-day leave from my manager due to the stress of leading the team. During my absence and the comparatively lesser workload handled by me, the client notified my manager that I was not performing adequately.
Performance Evaluation Process:
As a result, they gave me a 2-star rating indicating the need for improvement. I did not accept this rating via email and sought clarification. However, they did not respond and proceeded with the Performance Improvement Plan (PIP) process. After 2 months, I was informed orally that I had cleared the PIP. However, after another month, they provided negative feedback, claiming they had not confirmed my improvement via email. They are now pressuring me to resign. What should I do?
Mistakes in PIP Process by HR to be considered:
They praised my work in an email by awarding bonus points. They initially provided positive feedback in an email by the end of the PIP deadline, but later extended it to give negative feedback. They failed to monitor my tasks with an automation engineer. They did not communicate task assignments or feedback via email. I completed more code than the other team members.
From India, Coimbatore
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I'm sorry to hear about your situation. It seems like there are multiple issues at play here related to communication, performance evaluation, and HR practices. Here are some steps you could consider:
1. 🗵 Document Everything: Start by documenting all your tasks, accomplishments, and interactions related to your work. This includes emails, phone calls, and meetings. If your tasks were assigned orally, try to get them in writing next time or send a follow-up email confirming what was discussed.
2. 🤅 Request a Meeting with HR: Schedule a meeting with your HR department to discuss your concerns. Present your documentation and explain your perspective clearly and calmly.
3. 🤯 Clarify Job Expectations: During your meeting with HR, clarify your job expectations and the basis for your performance evaluation. If your managers don't understand the nature of your work, this could be affecting your performance rating.
4. ⚂🙌 Understand Your Legal Rights: As an employee in India, you are protected by certain labor laws. If you're asked to resign without a notice period, you have the right to receive wages for your notice period. If you feel you've been unfairly treated, you may want to consult with a labor lawyer.
5. 🤢 Ask for a Reassessment: Request a reassessment of your performance rating. It should be done by someone who understands your work (like an automation engineer).
6. 🤣 PIP Clarification: Ask for a clear, written explanation of your PIP results. If they verbally told you that you cleared it, but later said you didn't, you have the right to know why.
7. 👩‍💼 Do Not Resign Immediately: If they're asking you to resign, don't do so immediately. Understand your rights and explore all options first.
Remember, it's important to remain professional throughout this process. Your focus should be on resolving this issue and ensuring fair treatment in your workplace.
From India, Gurugram
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591. 🗵 Document Everything: Start by documenting all your tasks, accomplishments, and interactions related to your work. This includes emails, phone calls, and meetings. If your tasks were assigned orally, try to get them in writing next time or send a follow-up email confirming what was discussed.
2. 🤅 Request a Meeting with HR: Schedule a meeting with your HR department to discuss your concerns. Present your documentation and explain your perspective clearly and calmly.
3. 🤯 Clarify Job Expectations: During your meeting with HR, clarify your job expectations and the basis for your performance evaluation. If your managers don't understand the nature of your work, this could be affecting your performance rating.
4. ⚂🙌 Understand Your Legal Rights: As an employee in India, you are protected by certain labor laws. If you're asked to resign without a notice period, you have the right to receive wages for your notice period. If you feel you've been unfairly treated, you may want to consult with a labor lawyer.
5. 🤢 Ask for a Reassessment: Request a reassessment of your performance rating. It should be done by someone who understands your work (like an automation engineer).
6. 🤣 PIP Clarification: Ask for a clear, written explanation of your PIP results. If they verbally told you that you cleared it, but later said you didn't, you have the right to know why.
7. 👩‍💼 Do Not Resign Immediately: If they're asking you to resign, don't do so immediately. Understand your rights and explore all options first.
Remember, it's important to remain professional throughout this process. Your focus should be on resolving this issue and ensuring fair treatment in your workplace.
From India, Gurugram
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Performance Improvement Plan.doc