{"id":3761,"date":"2021-04-16T14:00:39","date_gmt":"2021-04-16T08:30:39","guid":{"rendered":"https:\/\/naveen.bachwani.com\/greymatter\/?p=3761"},"modified":"2021-05-21T12:55:50","modified_gmt":"2021-05-21T07:25:50","slug":"warning-appraisal-season-ahead","status":"publish","type":"post","link":"https:\/\/naveen.bachwani.com\/greymatter\/2021\/04\/warning-appraisal-season-ahead\/","title":{"rendered":"Warning: Appraisal Season Ahead!"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">If you are a white-collar worker on a salaried job in India, it is very likely that you are currently experiencing &#8220;Appraisal Season&#8221; in your organization. Over the past two decades, I have seen this process playout in a variety of firms of all shapes and sizes. And, many get the key elements wrong.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Here&#8217;s a list of some of the <strong>warning signs<\/strong> you should watch out for, especially if you work in junior ranks and\/or have experienced just one or two employers during your tenure. Combined with other aspects of the &#8220;culture&#8221;, they can point to a toxic environment, and come in the way of your career growth.<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>Goal Sheets are drafted only during the Performance Appraisal (PA) cycle<\/li><li>Work performance is measured against outdated Goal Sheets<\/li><li>Manager feedback on your work is only provided at the year-end <\/li><li>Manager feedback is vague, ambiguous or de-linked from org \/ personal goals<\/li><li>Manager feedback is non-existent, or devoid of any constructive comments<\/li><li>No self-rating possible by individual; Only managers \/ reviewers can rate  <\/li><li>No visibility of your performance rating even after the PA cycle is complete<\/li><li>No link between the rating provided and manager feedback <\/li><li>No link between performance-pay and the rating \/ feedback<\/li><li>No clarity on how you can progress to higher levels in the organization  <\/li><li>No HRMS or record of past performance to chart career progressions<\/li><li>Organization is opaque or unclear on how it rewards high-performance<\/li><li>No clear path for high-performance teams \/ individuals to progress<\/li><li>Mediocrity or long-tenure is rewarded \/ promoted, regardless of performance   <\/li><li>HR attempts to force fit &#8220;bell curve&#8221; on small teams or departments<\/li><\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">If you are working for a team lead or organization that does the <em>opposite <\/em>of these, consider yourselves fortunate &#8211; chances are you will progress much, if you do what&#8217;s required of you.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">However, if you are contributing to any of these as a team lead \/ manager \/ function head \/ leader, I strongly urge you to re-think your approach. After all, this has a real impact on your teams.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">&#8220;People are the most important asset we have&#8221; is not just a buzzphrase. It&#8217;s time we commit to that maxim, and put our energy behind it.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>If you are a white-collar worker on a salaried job in India, it is very likely that you are currently experiencing &#8220;Appraisal Season&#8221; in your<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_hide_featured_image":false,"_jetpack_featured_image_duplicate_dismissed":0,"_jetpack_feature_clip_id":0,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_post_was_ever_published":false},"categories":[1],"tags":[9,14],"class_list":["post-3761","post","type-post","status-publish","format-standard","hentry","category-blog","tag-quality","tag-work"],"jetpack_sharing_enabled":true,"jetpack_featured_media_url":"","_links":{"self":[{"href":"https:\/\/naveen.bachwani.com\/greymatter\/wp-json\/wp\/v2\/posts\/3761","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/naveen.bachwani.com\/greymatter\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/naveen.bachwani.com\/greymatter\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/naveen.bachwani.com\/greymatter\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/naveen.bachwani.com\/greymatter\/wp-json\/wp\/v2\/comments?post=3761"}],"version-history":[{"count":2,"href":"https:\/\/naveen.bachwani.com\/greymatter\/wp-json\/wp\/v2\/posts\/3761\/revisions"}],"predecessor-version":[{"id":3806,"href":"https:\/\/naveen.bachwani.com\/greymatter\/wp-json\/wp\/v2\/posts\/3761\/revisions\/3806"}],"wp:attachment":[{"href":"https:\/\/naveen.bachwani.com\/greymatter\/wp-json\/wp\/v2\/media?parent=3761"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/naveen.bachwani.com\/greymatter\/wp-json\/wp\/v2\/categories?post=3761"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/naveen.bachwani.com\/greymatter\/wp-json\/wp\/v2\/tags?post=3761"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}