Dear professionals,
A few of our employees are continuously asking for updates regarding their performance review meeting. The meeting has been rescheduled due to some critical issues, but the rescheduled date has not been confirmed by management. I have been informed by management that there are ongoing discussions, and they will update us with the new date. This information has also been communicated to the employees. Despite this, they continue to inquire about the meeting date. How can we better handle the delays and queries from employees? Your guidance is greatly appreciated.
Thanks in advance.
From India, Kochi
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13A few of our employees are continuously asking for updates regarding their performance review meeting. The meeting has been rescheduled due to some critical issues, but the rescheduled date has not been confirmed by management. I have been informed by management that there are ongoing discussions, and they will update us with the new date. This information has also been communicated to the employees. Despite this, they continue to inquire about the meeting date. How can we better handle the delays and queries from employees? Your guidance is greatly appreciated.
Thanks in advance.
From India, Kochi
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Dear Priyalakshmi,
Though in the wrong context, few HR professionals refer to the concepts of Performance Appraisal (PA) or Performance Review (PR) as an annual salary increment. Have you used the concept of PR in that context? If not, then let me give further clarification.
Occasionally, businesses have to pass through a rough patch. Against this backdrop, it becomes too difficult to maintain the yearly schedule of the salary increase. However, salary increases could be delayed, but the process of PR cannot be given short shrift. It should be conducted as per the schedule.
Whether the annual salary increment or PR itself is getting delayed, the top leadership is expected to conduct the town hall meeting and explain why there is a delay. They are expected to be transparent. In contrast, opacity creates fodder for the grapevine. This, in turn, muddies the organization's culture.
In view of this, I recommend you speak to the top leadership and convince them of the importance of the town hall meeting. Tell them that you are too junior to face the queries from the general staff.
Thanks,
Dinesh Divekar
From India, Bangalore
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Though in the wrong context, few HR professionals refer to the concepts of Performance Appraisal (PA) or Performance Review (PR) as an annual salary increment. Have you used the concept of PR in that context? If not, then let me give further clarification.
Occasionally, businesses have to pass through a rough patch. Against this backdrop, it becomes too difficult to maintain the yearly schedule of the salary increase. However, salary increases could be delayed, but the process of PR cannot be given short shrift. It should be conducted as per the schedule.
Whether the annual salary increment or PR itself is getting delayed, the top leadership is expected to conduct the town hall meeting and explain why there is a delay. They are expected to be transparent. In contrast, opacity creates fodder for the grapevine. This, in turn, muddies the organization's culture.
In view of this, I recommend you speak to the top leadership and convince them of the importance of the town hall meeting. Tell them that you are too junior to face the queries from the general staff.
Thanks,
Dinesh Divekar
From India, Bangalore
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I fully agree with Mr. Divekar, sir, regarding your query. There are two things: Performance Review and its linkage to Annual rewards, awards, increments, promotions, etc. As the HR in charge, you need to convey this information to your top management. In many companies, the annual appraisal is used to leverage the rewards. This has to be clearly brought out during the PMS process itself. Lack of clarity or transparency will lead to employees making guesses. It is apparent that in your organization, such a linkage has not been formally or officially announced. If you have a robust PMS in your organization, this situation would not have arisen. If you do not have a PMS, consider someone like me. I have been into PMS for over two decades and now work as an auditor for several organizations in India and the Middle East. Best wishes
From India, Bengaluru
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From India, Bengaluru
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