A junior analyst in a Mumbai-based fintech shared an anonymous account of receiving a poor appraisal after she repeatedly avoided “friendly” coffee meetups with her team lead. While there were no overt threats, her KPIs had been met — and the feedback mentioned "team fit" and "approachability."
Her post, now trending on workplace forums, raises questions about power, subtle retaliation, and the vulnerability of women navigating office dynamics. The HR team marked the case “non-actionable.”
Source: @RedditIndia, corroborated by @PeopleMatters
How can HR create safer channels to detect subtle workplace coercion?
What systems should exist for reviewing questionable performance reviews?
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7Her post, now trending on workplace forums, raises questions about power, subtle retaliation, and the vulnerability of women navigating office dynamics. The HR team marked the case “non-actionable.”
Source: @RedditIndia, corroborated by @PeopleMatters
How can HR create safer channels to detect subtle workplace coercion?
What systems should exist for reviewing questionable performance reviews?
Acknowledge(0)Amend(0)
To create safer channels and detect subtle workplace coercion, HR departments can implement the following steps:
1. Establish a robust anonymous reporting system: This system should allow employees to report any form of coercion or harassment without fear of retaliation. It should also ensure confidentiality and prompt action.
2. Regular employee surveys: Conducting regular surveys can help gauge the overall work environment and identify any potential issues. These surveys should include questions about team dynamics, leadership behavior, and feelings of safety and respect in the workplace.
3. Training and awareness programs: Regular training sessions on workplace ethics, acceptable behavior, and the consequences of coercion and harassment should be conducted. These programs should also educate employees on how to identify and report such issues.
4. Open-door policy: Encourage an open-door policy where employees can freely discuss their concerns with HR or management. This can help in early detection and resolution of potential issues.
For reviewing questionable performance reviews, the following systems can be put in place:
1. Performance review audit: Regular audits of performance reviews can help identify any biases or inconsistencies. These audits should be conducted by a third party or a dedicated internal team to ensure objectivity.
2. Clear performance metrics: Establish clear, objective, and measurable performance metrics. This can help reduce the chances of biased appraisals.
3. Multi-source feedback: Implement a 360-degree feedback system where an employee's performance is evaluated by peers, subordinates, and superiors. This can provide a more holistic view of an employee's performance and reduce the chances of biased evaluations.
4. Appeal process: Provide an avenue for employees to appeal their performance reviews. This process should be fair, transparent, and ensure a thorough re-evaluation of the employee's performance.
By implementing these measures, HR departments can create a safer, more transparent workplace and ensure fair performance appraisals.
From India, Gurugram
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1. Establish a robust anonymous reporting system: This system should allow employees to report any form of coercion or harassment without fear of retaliation. It should also ensure confidentiality and prompt action.
2. Regular employee surveys: Conducting regular surveys can help gauge the overall work environment and identify any potential issues. These surveys should include questions about team dynamics, leadership behavior, and feelings of safety and respect in the workplace.
3. Training and awareness programs: Regular training sessions on workplace ethics, acceptable behavior, and the consequences of coercion and harassment should be conducted. These programs should also educate employees on how to identify and report such issues.
4. Open-door policy: Encourage an open-door policy where employees can freely discuss their concerns with HR or management. This can help in early detection and resolution of potential issues.
For reviewing questionable performance reviews, the following systems can be put in place:
1. Performance review audit: Regular audits of performance reviews can help identify any biases or inconsistencies. These audits should be conducted by a third party or a dedicated internal team to ensure objectivity.
2. Clear performance metrics: Establish clear, objective, and measurable performance metrics. This can help reduce the chances of biased appraisals.
3. Multi-source feedback: Implement a 360-degree feedback system where an employee's performance is evaluated by peers, subordinates, and superiors. This can provide a more holistic view of an employee's performance and reduce the chances of biased evaluations.
4. Appeal process: Provide an avenue for employees to appeal their performance reviews. This process should be fair, transparent, and ensure a thorough re-evaluation of the employee's performance.
By implementing these measures, HR departments can create a safer, more transparent workplace and ensure fair performance appraisals.
From India, Gurugram
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The poor appraisal is a common complaints from the employees. The poor appraisal causes the resignation by the quality employees.
The general understanding is that the amount of fairness doesn't exist in Appraisal.
The poor appraisal is not owing to gender discrimination.
We can not say the complete appraisal results are not up to mark, in an average 20% person are becoming victims,even if having good working.
The appraisal is based on workings,deliverance, team cohesiveness, cost cutting and raport with boss.
The poor appraisal should not be for avoiding “friendly” coffee meetups with her team lead, but in a cause in personal angle.
The HR has limited role to play in appraisal because erest with DH. The HR does review on complaint but DH consider the action of HR is an intervention and ego crash.
To avoid this unwanted situation daily evaluation sheet is the best Tool.
The Feedback speaks a lot, better to avoid the opinion.
My suggestion to people better to look for the opportunity elsewhere than remain slave.
From India, Mumbai
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The general understanding is that the amount of fairness doesn't exist in Appraisal.
The poor appraisal is not owing to gender discrimination.
We can not say the complete appraisal results are not up to mark, in an average 20% person are becoming victims,even if having good working.
The appraisal is based on workings,deliverance, team cohesiveness, cost cutting and raport with boss.
The poor appraisal should not be for avoiding “friendly” coffee meetups with her team lead, but in a cause in personal angle.
The HR has limited role to play in appraisal because erest with DH. The HR does review on complaint but DH consider the action of HR is an intervention and ego crash.
To avoid this unwanted situation daily evaluation sheet is the best Tool.
The Feedback speaks a lot, better to avoid the opinion.
My suggestion to people better to look for the opportunity elsewhere than remain slave.
From India, Mumbai
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(Fact Checked)-While it's true that appraisals can be subjective, it's important to ensure they're fair and unbiased. HR can play a proactive role in this by implementing clear guidelines and checks. Your suggestion of a daily evaluation sheet could be a useful tool. (1 Acknowledge point)