Why Making CSR Outcomes Part of Performance Appraisals Helps Organizations
February 12, 2025
With the ever evolving and diversifying business challenges, the approach to the management of human resources has also undergone a paradigm shift. The competitive advantage achieved through technology, new products and information is short lived and vastly evaporating. The only distinguishing feature from the competition which remains, are the skills and contribution from the employees. […]
This module covers the HRD function in organizations from a wide variety of perspectives. At the outset, after the introduction to the module in the previous article, it is time to look at some theoretical perspectives about the HRD function. When the field of management science and organizational behavior was in its infancy, the HRD […]
“If you pick the right people and give them the opportunity to spread their wings – and put compensation and rewards as a carrier behind it – you almost don’t have to manage them.” — Jack Welch Most of us would have heard the term “compensation” in the context of getting paid for the work […]
It is essential for individuals to be assertive and speak their mind without being rude and aggressive. Do not say a yes to others if you do not agree to what they are saying irrespective of their designation and level in the hierarchy. Remember, as an individual, you have all the rights to express your […]
Career development programs are most effective when they are integrated with the organization’s ongoing training and development strategies. For being able to do this, an organization must have a carefully designed career development system especially designed to meet its own unique needs and requirements. An automated and well-designed career management system not only benefits organizations […]
Performance appraisal refers to the elaborate process of reviewing one’s performance and output over a certain period of time and not only give correct feedbacks but also acknowledge and appreciate the hard work.
Appraisal letters cause a lot of anxiety and sometimes disappointment among employees. Individuals never create problems when they get a good salary hike but trust me, handling employees after a bad appraisal is a big challenge.
Let us go through few tips on how to handle employees after performance appraisals:
Never forget to congratulate employees who have got a decent appraisal or a promotion and a positive review from the management. It will further motivate them and also instil a sense of pride and most importantly responsibility in them. Make them feel important.
If someone has worked really hard all through the year, he/she definitely deserves to be praised for his/her efforts and encouraged to perform better in the years to come. Celebrate his/her success.
Employees who had an unsatisfactory year and eventually a bad appraisal are the ones who need most of your attention and care. One of the most common problems with such employees is that they suddenly become negative about everything, find reviewing authorities as their biggest enemies and also start hating their organization. Yes, logically such a behaviour is not expected out of a mature professional but we can’t completely blame the poor individual also who after slogging for a year did not get appraisal as per his/her expectations.
As they say “with a little love, we can even change the world”. Such employees need to be handled with utmost patience. Sit with such employees and first of all try to find out as to why they failed this time. Try to understand their mood and also what they feel about their appraisal? It is obvious that they would not be in a great mood but as a superior it is your duty to cheer them up so that they do not lose their confidence and eventually interest in work and finally quit.
Employees also need to understand that there is always a next time and there is no point reacting and fighting with people around. After all it would not solve your problem, instead earn you a bad name in the organization.
Understand where the individual went wrong. All negativities and confusions would disappear if you make the individual understand where all he/she lacked and why his counterpart has got a decent appraisal while he/she has not? Yes, employees at this point of time are really not in a mood to listen to their superiors but you have to assure them that as a Boss, you are always there with them and would certainly help in future as well.
Understand if at all the individual is facing any problem or not and most importantly try to provide a solution. Yes, after a bad appraisal, employees tend to become negative but as a Boss it is your responsibility to change their perception.
Let them speak and come out with their frustrations. Employers should also be careful with their words. Never cross your limits. Handhold such employees and provide necessary guidance whenever required. Send them a motivational email. Such small initiatives go a long way in motivating employees so that they become a little more serious and come back with a bang. Make them understand that this is just a temporary phase and should not act as a demotivating factor for them. Encourage them to work in unison with their fellow workers, read a lot and most importantly believe in the organization and its process.
Your email address will not be published. Required fields are marked *