It was that time of the year when both employee and employers were nervous. Yes, you guessed it right – Appraisal Discussion. I was all set with my list of achievements, awards, target achieved, appreciation mails etc. But there was this unpleasant silence in the room. Yet, I managed to keep a check on my nerves.
Soon the conference door opened and I was now in front of my manager. IT showed no emotions, no smile, no frowning, no nothing. Just a straight face. I was ready with my list and the discussion went on and on. IT did not sweat, nor did it take any breaks between the questions. IT was very clear, to the point, absolutely precise. It was a boring discussion for me and I was glad when it ended. But it did not end well for my manager. IT had crashed by the end of the discussion. My only concern was that IT should have saved this discussion or else I would have to go through the torture.
If you haven’t guessed it by now, let me tell you that the IT I have been talking about is a ROBOT. I won’t be surprised to see robots as our bosses. Perhaps, we will report to them, they will appraise us and who knows, FIRE us too!
But my curiosity (aka problem) is bigger than this.
– Will we, as employees, manage to work in harmony with robots?
– Will robots have the authority to fire employees (Us, humans)?!
– Will there be new policy that will protect robot’s interests?
– Will there be situations when humans will file a case against a robot for being unfair or being biased?
I’m pretty damn moved and imagining such situation. What about you? Share your views, ideas and apprehensions about this; not that far from reality, are we? 🙂
March-April, come what may the Buzz of this month is “Appraisals” in every Indian company. It’s time to showcase and highlight your work & achievement that you have accomplished throughout the year. It’s a busy time for all the three parties (employee, recruiter, HR) involved in this process. You should be well prepared with your feedback on the management, managers should be well prepared with their review, HR spends hour after hour to make sure your manager turns up with your performance evaluation on time. Year-end Merit based reviews are often matter of debate.. For some this is a unique opportunity to cash in the mullahs 😉 And for some it’s a deciding factor to be in the system or out of the system. For Management it’s a risk factor, who stays & who leaves the organization.
Following is just an attempt to share the experiences that all the 3 parties undergo during this process:
A Life of an Employee during Appraisals:
– Tensed, Excited & hope…These 3 words are just somewhere close to their reaction during the appraisals. There is an Air of tension during appraisals, you may turn out to be a shining star or just be fitted as Average performer, No one knows about their ratings and the likely hike percentage to be announced. Even though things are in black and white every year we see some information floating around about the likely hike percentage and if the standard sounds good it either excites us or disappoints us.
– No matter whatever is the hike on the standards we are always hopeful of a good rating and hence a good hike considering the efforts we put in throughout the year. Employees get carried by the market standards, Content and Satisfied employees are the one who stays back and plan for coming year and there also arise a situation where discontent employees feel unhappy about their efforts not being paid off. It is said that this period is crucial as they might plan to switch jobs based on the ratings declared. Also the variable / bonus factor plays a major role in the life of an employee.
A Life of an HR during Appraisals:
– Accountability, Accuracy and meeting Deadline ….. Guess These 3 words are just somewhere close to their reaction during the appraisals.
– According to me, this month is the toughest of all for the HR folks. An HR is the face of the organization during this phase. While appraisals are usually done by immediate managers or supervisors, HR provides the necessary tools and procedures for the process.It’s they who sit with the employees along with their managers and reviews the performance rating, HR has to ensure that there is no disconnect whatsoever in the mind of the employee after the appraisal process is completed. It is HR’s responsibility to provide employees with consistent, fair evaluations.
– This is a high pressure period where in the HR has to keep a check on the events unfolding after the employees get to know about their ratings. If the ratings is as per their expectations (Humans are never satisfied and we are no different) then the HR can take a breather, but if it’s not good then it’s a major challenge for HRD team to come down with reasonable explanation. Also thanks to Bell Curve, there are always cases where the employee is not happy with his/her rating. So as a HR one has to ensure that the right kind of discussions are conducted , standard organizations also involve the delivery manager in this post appraisal discussion .This is normally the time when HR is in full demand and they become most indispensable part of the organization 😉 All of a sudden we remember our HR and just try to bombard with our grievances 😉
A Life of an Recruiter during appraisals:
– Numbers, Targets and closure ……These are the recruiter’s reaction during this phase; I guess it is all throughout the year
– Well this is my favorite part 😉 As this is a risky month for both Employer and employee, the management plans well in advance about the upcoming scenario (Attrition and fulfillment). This is the time when the Delivery Manager, Recruitment Manager and the Management brainstorm abort the probable positions which might go vacant and would need replacements. The Recruitment Team plays a larger role here to map the market and make sure there is no dearth of resource within the organization. Hiring team works in full swing to make up for the expected attrition figure and form a bench.
– I guess this is the most challenging month from hiring perspective. Almost everyone in the market has multiple offers to play with, this is further topped up by their hiked salaries. If their rating if decent enough their salary expectation is sky-high. To hire within budget seems like Everest which we climb. Nevertheless a challenge is what makes Recruitment the most interesting work in the industry.
Me sure you to might have loads of things to add about this amazing chain of events. Hoping that you might have experienced this at various stages of your life, as a Employee, as an Recruiter and if you lucky then as an HR too. 😉 Wishing all you all the best for the Appraisal Season 😉