Respected Seniors,
We are an Electronics Manufacturing Company. This year, we are going to conduct performance appraisals for employees in the month of April. Last year, we conducted them in January. Currently, all senior employees of my company are inquiring about the appraisal schedule. I have informed them that discussions are ongoing as my management has instructed me not to send out any emails regarding the timing of the Performance Appraisal. Despite this, some senior employees have indirectly hinted that they may resign if they do not receive an appraisal. I am concerned that these actions may have a negative impact on new joiners. How should I handle these employees? Please provide suggestions.
From India, Pune
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2We are an Electronics Manufacturing Company. This year, we are going to conduct performance appraisals for employees in the month of April. Last year, we conducted them in January. Currently, all senior employees of my company are inquiring about the appraisal schedule. I have informed them that discussions are ongoing as my management has instructed me not to send out any emails regarding the timing of the Performance Appraisal. Despite this, some senior employees have indirectly hinted that they may resign if they do not receive an appraisal. I am concerned that these actions may have a negative impact on new joiners. How should I handle these employees? Please provide suggestions.
From India, Pune
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Handling Concerns of Top Personnel During Performance Appraisals
You have to convey the feelings of top personnel to the management without mentioning specific names and seek what is to be conveyed to them. It is not likely that the management is oblivious to the situation, but as you are the listening post, you need to reply to them convincingly. It's not an easy task, but you have to reflect optimism and hold that it will be resolved very soon.
Everybody is aware of the COVID situation and how it has affected the industry. It seems the top personnel are only trying to exert pressure through you, sort of testing the waters, but may not jettison the ship.
From India, Mumbai
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You have to convey the feelings of top personnel to the management without mentioning specific names and seek what is to be conveyed to them. It is not likely that the management is oblivious to the situation, but as you are the listening post, you need to reply to them convincingly. It's not an easy task, but you have to reflect optimism and hold that it will be resolved very soon.
Everybody is aware of the COVID situation and how it has affected the industry. It seems the top personnel are only trying to exert pressure through you, sort of testing the waters, but may not jettison the ship.
From India, Mumbai
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Dear Neha,
It appears that you need to revisit the fundamentals of HR Management. The second sentence of your post reads, "This year we are going to give performance appraisal to employees in the month of..." Please note that employers do not "give" performance appraisals to employees; instead, they are "conducted."
Terminology Clarification
Instead of "salary hike," have you used the term "performance appraisal"? By reading your post, one gets that impression. If yes, then it is important for you to refurbish the HR terminology. Yes, a salary hike is generally followed by a performance appraisal. Now, whether the salary hike takes place or not, the PA has to be conducted. It is a routine HR process like the monthly disbursement of payments and wages, and there is no escape from it. While the payment is disbursed monthly, the PA may be conducted quarterly, half-yearly, or yearly.
Communication with Senior Management
As HR professionals, if you have captured the feelings of the senior management personnel on the consequences of not giving the salary hike, then you are expected to convey their feelings to the top boss. To remove the apprehensions of a few senior employees, your top boss may call a meeting of all HODs and convey what is expected to happen in the month of April. Let the communication pass downward in the respective department. Timely communication could avoid any misunderstandings.
Thanks,
Dinesh Divekar
From India, Bangalore
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It appears that you need to revisit the fundamentals of HR Management. The second sentence of your post reads, "This year we are going to give performance appraisal to employees in the month of..." Please note that employers do not "give" performance appraisals to employees; instead, they are "conducted."
Terminology Clarification
Instead of "salary hike," have you used the term "performance appraisal"? By reading your post, one gets that impression. If yes, then it is important for you to refurbish the HR terminology. Yes, a salary hike is generally followed by a performance appraisal. Now, whether the salary hike takes place or not, the PA has to be conducted. It is a routine HR process like the monthly disbursement of payments and wages, and there is no escape from it. While the payment is disbursed monthly, the PA may be conducted quarterly, half-yearly, or yearly.
Communication with Senior Management
As HR professionals, if you have captured the feelings of the senior management personnel on the consequences of not giving the salary hike, then you are expected to convey their feelings to the top boss. To remove the apprehensions of a few senior employees, your top boss may call a meeting of all HODs and convey what is expected to happen in the month of April. Let the communication pass downward in the respective department. Timely communication could avoid any misunderstandings.
Thanks,
Dinesh Divekar
From India, Bangalore
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