“You don’t get what you deserve. You get what you
negotiate”, they say. There comes the reward of how the employees performed
during 2015. Response of the appraisal is expected to be ‘peanuts’ this year in
most of the organizations. Employees are unhappy for the same reason. Even
though they rightly have low expectations from the organizations which could
not perform well in 2015 however they sound unhappy and they feel their line
managers have not done justice to their individual performances. They have the
impression that they were under-rated. They deserved promotion or a better
increment in the salary this year however they did not get what they deserve.
On the other hand, people managers opine that the
organizations are going through worst economic crunch and the employers cannot
accommodate their employees anymore. But as a matter of fact, the bell-curve
system and its distribution has left managers with “favoring favorites”
allegations.
Appraisal is not mere a managers’ responsibility
only, the reportee is equally responsible for what he gets in appraisal at the
end of the year.
What
YOU need to do:
Before going to the manager for appraisal, you need
to understand the business your organization is in, its challenges and opportunities.
Especially try to understand the industry and standing of your organization
amongst its competitors. And if your organization has achieved its goals or
not.
Moreover;
Moreover;
1.
You should keep a record of their
achievements and overall performance so that the details could be presented
during appraisal
2.
You must not think of any favoritism or
conspiracy theories. Even if they exit, they plague your mindset, performance
and negotiation
3.
Focus on your own performance, make a
best ‘sales pitch’ of your contribution to the organization and as to how you
were beneficial to the team so that you could present your achievements in a
minimum time frame
4.
Becoming managers’ favorite is not that
tough, only if you know what his objectives are for the year and help him
achieve them as they are the ones which were divided between the team
5.
Exceptional performances usually speak
for themselves. Find out a way to do them and project them
6.
Reportees must learn the art of
advertising themselves. Most of the people do well but they do not present it
well. Whatever you do, you do for the organization, same should depict from
your work and same should be presented to the management as to how your work
benefits the department and the organization
7.
Quota system in promotions has been
introduced to different organizations where only a specific number of employees
can be promoted. You must know what it is and how possibly you can become a
part of those who are given more monetary benefits.
8.
Bell Curve is an extremely competitive
system. One has to perform exceptionally well to be a consistent top performer.
This system usually decides the future of the employee. Get proper
understanding of it.
9.
NEGOTIATE, NEGOTIATE, NEGOTIATE until
you get satisfied but the negotiation should not hurt anyone’s benefits and it
should not affect your relationship.
10. Follow
the golden rule of “Convince or Get Convinced” during appraisal. This helps
reach a satisfactory point and keeps the momentum of best performance
accelerated.
11. You
must know how your team members are performing at the same time and how good
you are.
12. Appraisal
gives you reward of previous year and guidelines as to how next year should be
spent. Get clarity of both from the management. It will help you negotiate
better on 2016’s performance.
The article has been published in Daily Tribune
