Five ways to deal with post-appraisal blues
For every employee happy with the outcome of their appraisals, there's a bunch of others who end up feeling they've been shortchanged.
By Sreeradha D Basu, ET Bureau | Updated:
For every employee happy with the outcome of their appraisals, there's a bunch of others who end up feeling they've been shortchanged. ET shows how both employers and employees can deal with post-appraisal blues.
1. Seek support
Don't judge if you are not in agreement with the feedback. Ask for instances and data to support it, says Nishchae Suri, head of people and change, KPMG in India. "Appreciate the spirit with which the feedback is being given. Your manager and the organisation are interested in your growth and development. Ask for support which will help you address your areas of development," says Suri.
2. Introspect dispassionately
Do some honest self-analysis, suggests Meeta Wasan Gujral, founder and director-sales/programs, Doon Consulting, a lead generation and market research firm. "If you were not able to perform to the expected level, where was the gap? Was there something lacking in the skills required at your end to perform the expected task? Then every effort should be made to acquire that new skill required to perform the job well," she says.
3. Keep your cool
Avoid acting impulsively and allow a cool-off period. Wasan Gujral says it's important to keep calm. "That, and not losing self confidence even after a difficult appraisal, are traits that can help anyone overcome difficult times. Also remember the good times as this will help you deal with the negativity that may emanate from the situation," she says.
4. Draw an action plan
KPMG's Nishchae Suri advocates managers doing the appraisals to chalk out a specific action plan. "Managers can provide concrete and actionable development items that can support what may otherwise be perceived to be a generic assessment," he says.
5. Create the right environment
Organisations need to create a psychologically safe environment such that individuals feel that they can express concerns without feeling threatened, says Nishchae Suri. "They can provide postappraisal counselling to combat insecurities, counter negativity and maintain an ongoing healthy dialogue," he adds.
1. Seek support
Don't judge if you are not in agreement with the feedback. Ask for instances and data to support it, says Nishchae Suri, head of people and change, KPMG in India. "Appreciate the spirit with which the feedback is being given. Your manager and the organisation are interested in your growth and development. Ask for support which will help you address your areas of development," says Suri.
2. Introspect dispassionately
Do some honest self-analysis, suggests Meeta Wasan Gujral, founder and director-sales/programs, Doon Consulting, a lead generation and market research firm. "If you were not able to perform to the expected level, where was the gap? Was there something lacking in the skills required at your end to perform the expected task? Then every effort should be made to acquire that new skill required to perform the job well," she says.
3. Keep your cool
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Avoid acting impulsively and allow a cool-off period. Wasan Gujral says it's important to keep calm. "That, and not losing self confidence even after a difficult appraisal, are traits that can help anyone overcome difficult times. Also remember the good times as this will help you deal with the negativity that may emanate from the situation," she says.
4. Draw an action plan
KPMG's Nishchae Suri advocates managers doing the appraisals to chalk out a specific action plan. "Managers can provide concrete and actionable development items that can support what may otherwise be perceived to be a generic assessment," he says.
5. Create the right environment
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Organisations need to create a psychologically safe environment such that individuals feel that they can express concerns without feeling threatened, says Nishchae Suri. "They can provide postappraisal counselling to combat insecurities, counter negativity and maintain an ongoing healthy dialogue," he adds.
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Text: Namrata Dadwal, ET Bureau
At this time of the year, opportunity deceptively masquerades as a simple piece of paper. You may, of course, refer to it by other names, most of them questionable, unprintable and physically improbable. But what is often viewed as a necessary evil by employees is actually a great way to advance career goals. Surprised? Let us relieve your dilemma. One, the annual performance review is essential to present an undistorted image of your work.
At this time of the year, opportunity deceptively masquerades as a simple piece of paper. You may, of course, refer to it by other names, most of them questionable, unprintable and physically improbable. But what is often viewed as a necessary evil by employees is actually a great way to advance career goals. Surprised? Let us relieve your dilemma. One, the annual performance review is essential to present an undistorted image of your work.
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