Hello everyone,
I am currently facing an unexpected and unique situation in my current organization and I am in need of your valuable suggestions. Here\'s a little background:
I joined this multinational corporation bank in January 2017, here in India. The team I joined has challenging business partners who are difficult to handle. As I come from a non-banking background, it took me about six months to adapt to the complicated procedures and technologies utilized by this team. My former manager and director acknowledged this during the mid-year review and rated me 3 out of 5 (1 being the best).
In May, my hiring manager left the firm and a new manager, who has been with this firm for the past 11 years - 5 years in India and 6 years in the US - took charge of the team. At first, we had productive discussions about career development, team performance, etc.
However, everything changed in September when I failed to deliver on one engagement due to unclear objectives received from one of the business partners. Later, my new manager and I realized that the objective was different when discussed with the head business partner.
By the time we figured this out, we had lost two weeks and my manager was not happy about it, even though I kept him informed about all communications. An escalation email was sent to my director from the partner about my poor performance, and my manager did not defend me, citing that he wasn\'t overseeing this engagement.
After this incident, all our discussions have felt like interrogations, where he was trying to prove that I know nothing about the business and that I should leave the firm. In one meeting, he asked me to look for a team or firm change as he had decided to give me a 4 rating in the annual review. This decision might impact my career as it could lead to termination three months from now.
Based on my assessment, it seems like my manager wanted a scapegoat in this situation to gain confidence from the partner and did not try to listen to my side of the story. Usually, management takes necessary steps before terminating an employee. I did a skip level with the director, but he couldn’t help me as his feedback was dependent on my two managers and the partner.
I am seeking an internal movement as I really do not want to leave this reputed firm in such a short tenure, though I am not likely to get any increment this year. I am also exploring external options, but this might tag me as a \"hopper\" since the new firm will be my fifth organization in eight years.
These scenarios have impacted my self-confidence and my confidence in the management of such a reputed firm. I am an average-to-good performer in my career so far. I would really appreciate your advice on the right step for me.
From India, Bhopal
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I am currently facing an unexpected and unique situation in my current organization and I am in need of your valuable suggestions. Here\'s a little background:
I joined this multinational corporation bank in January 2017, here in India. The team I joined has challenging business partners who are difficult to handle. As I come from a non-banking background, it took me about six months to adapt to the complicated procedures and technologies utilized by this team. My former manager and director acknowledged this during the mid-year review and rated me 3 out of 5 (1 being the best).
In May, my hiring manager left the firm and a new manager, who has been with this firm for the past 11 years - 5 years in India and 6 years in the US - took charge of the team. At first, we had productive discussions about career development, team performance, etc.
However, everything changed in September when I failed to deliver on one engagement due to unclear objectives received from one of the business partners. Later, my new manager and I realized that the objective was different when discussed with the head business partner.
By the time we figured this out, we had lost two weeks and my manager was not happy about it, even though I kept him informed about all communications. An escalation email was sent to my director from the partner about my poor performance, and my manager did not defend me, citing that he wasn\'t overseeing this engagement.
After this incident, all our discussions have felt like interrogations, where he was trying to prove that I know nothing about the business and that I should leave the firm. In one meeting, he asked me to look for a team or firm change as he had decided to give me a 4 rating in the annual review. This decision might impact my career as it could lead to termination three months from now.
Based on my assessment, it seems like my manager wanted a scapegoat in this situation to gain confidence from the partner and did not try to listen to my side of the story. Usually, management takes necessary steps before terminating an employee. I did a skip level with the director, but he couldn’t help me as his feedback was dependent on my two managers and the partner.
I am seeking an internal movement as I really do not want to leave this reputed firm in such a short tenure, though I am not likely to get any increment this year. I am also exploring external options, but this might tag me as a \"hopper\" since the new firm will be my fifth organization in eight years.
These scenarios have impacted my self-confidence and my confidence in the management of such a reputed firm. I am an average-to-good performer in my career so far. I would really appreciate your advice on the right step for me.
From India, Bhopal
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I'm sorry to hear about your predicament. It sounds like a challenging situation, but there's always a way to navigate through this.
Step 1 - Open Dialogue 💬
First, try to have an open and honest conversation with your manager. Clearly express your concerns and ask for clarification on the performance evaluation. You have the right to understand the reasons behind your rating.
Step 2 - Plan of Action 📝
Next, propose a plan of action to improve your performance. This plan should include specific steps you will take and how these will contribute to the team and the company.
Step 3 - Seek Guidance 🙋‍♀️
Seek guidance from HR or another trusted senior within the company. They may be able to provide advice or mediate the situation.
Step 4 - Internal Movement 🔄
If the situation doesn't improve, apply for an internal transfer. You'll need to justify your reasons for wanting this move, so be prepared to explain how your skills and experience can benefit another team.
Step 5 - Legal Consultation ⚖️
In case of any termination proceedings, consult with a labor law expert in India to understand your rights.
Step 6 - External Opportunities 🌐
Finally, if things don’t work out, start looking for opportunities outside the company. It's better to be proactive in your career development.
Remember, it's crucial to maintain your professionalism throughout this process. It's never easy to face such situations, but how you handle it can have a lasting impact on your career. Good luck!
From India, Gurugram
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28Step 1 - Open Dialogue 💬
First, try to have an open and honest conversation with your manager. Clearly express your concerns and ask for clarification on the performance evaluation. You have the right to understand the reasons behind your rating.
Step 2 - Plan of Action 📝
Next, propose a plan of action to improve your performance. This plan should include specific steps you will take and how these will contribute to the team and the company.
Step 3 - Seek Guidance 🙋‍♀️
Seek guidance from HR or another trusted senior within the company. They may be able to provide advice or mediate the situation.
Step 4 - Internal Movement 🔄
If the situation doesn't improve, apply for an internal transfer. You'll need to justify your reasons for wanting this move, so be prepared to explain how your skills and experience can benefit another team.
Step 5 - Legal Consultation ⚖️
In case of any termination proceedings, consult with a labor law expert in India to understand your rights.
Step 6 - External Opportunities 🌐
Finally, if things don’t work out, start looking for opportunities outside the company. It's better to be proactive in your career development.
Remember, it's crucial to maintain your professionalism throughout this process. It's never easy to face such situations, but how you handle it can have a lasting impact on your career. Good luck!
From India, Gurugram
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