Your Potential, Assess It & En-Cash It !

Mostly by this time of the year Performance Appraisals are done in all organizations, especially IT sector. As an HR professional I’ve seen flurry of resignations flowing in post-appraisals. The moment the results are out, employees, disgruntled employees, exercise their option B- resigning from their current posts. Across the world, employees have the same tendency : To wait and see the result of appraisals and then decide whether to quit or stay another year.

To actually resign and move ahead is not the solution to the dissatisfaction caused by the appraisal. I think one should have more scientific approach towards evaluating one’s performance with an honest heart. I hear employees stating that “I have worked laboriously round the clock throughout the year”. “I’m always ready to stay back late and complete the given tasks”. “I never said no to any task allotted to me” and the likes. Whereas I would listen to these arguments empathetically, I would also want to ask them if they really really think that performance appraisals should be done (only) on these qualities of an employee?

If in an organization, appraisals  are conducted systematically, I’m sure there will be criteria clearly defining the need of the employee to state his/her experience, skills and knowledge put to right use in the year gone by. Late nights, always ready to work, come on weekends and holidays are like icing on the cake. What about the base efficiency that an employee needs to showcase, the perquisites that an employee needs to posses to hold the job and excel at it?

Before one argues or asks for re-evaluating one’s appraisal case, I think one should ask below questions to oneself and answer them honestly :

-Do I have the basic qualification to fulfil the job’s requirement?

-Did I work on the improvement areas that were explained to me in my last appraisal and in the interim ?

-Will I rate myself 5/5 on communication, team and time management skills that are required at workplace?

I would urge the workforce to assess themselves before they set out to get assessed by the reporting authorities. Once there is clarity about oneself, one’s abilities and capabilities, there would be less dissatisfaction and more positivism towards improvising oneself. That said, not all employees who are unhappy with the appraisals done for them are inadequate in their performance. There certainly are genuine cases and I’m sure Organizations cater to them in required manner.

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