Your paltry appraisal could just be bettered if you are worth your salt  

 

 

 

Monday, August 26, 2013 - 10:39 IST | Place: Bangalore | Agency: DNA

Many companies are ready to rethink on their appraisal decision to keep motivation level of employees high.

Are you unhappy with your appraisal? Do not fret as most companies now are ready to rethink on their appraisal decision if they see a marked improvement in the performance of their employees.

According to experts in the field, many companies have now started this process to keep the motivation level of employees high. Generally seen in  sales and marketing department, the policy is increasingly being adopted by services companies in Bangalore and outside.

“Sales and marketing departments have high attrition levels. Since companies have realised that it is a high pressure job, they have devised such policies in order to keep up the motivation of employees. Also, in sales, it is easy to quantify one’s performance,” says Anish Laikar, CEO, Selectema Consulting, an HR consultant firm.

In fact, apart from services, even FMCG and retail industries are showing flexibility when it comes to appraisals. “When the pressure is high, ideally rewards should also match up. This was not the case earlier. As a result, companies would often stare at high levels of attrition post the appraisal process,” says Sunil Goel of GlobalHunt, a leading executive search firm.

This often led to poaching of employees by rival firms. “We have seen our 
ex-employees joining rival firms. In the process, we also lost our clients and dealers whom we found shifting their loyalty with that of the sales person. Hence, in 2012, we decided to come up with out-of-turn-appraisal policy for our sales team. Since then, we have considered nine such cases,” says an HR business partner of a services firm in the city. 

Experts believe that the same can be extended to other departments as well, provided there is a proper way to quantify performance.

However, there are some who believe that such a policy questions the judgement of a manager. “Though we follow the policy in our company, I prefer to limit the use of it. After all, appraisals should be based on the performance of entire year, rather than a few months. So, if an employee has done reasonably well most of the months during a year, he should not be given a poor rating if his performance a month before the appraisal has not been up to the mark and vice-versa,” says a HR manager, of a product firm in the city.