Difference between appraisal and resignation

A newly joined trainee engineer asks his boss “what is the meaning of appraisal?”

Boss: “Do you know the meaning of resignation? “

Trainee: “Yes I do”

Boss: “So let me make you understand what a appraisal is by comparing it with resignation”

Comparison study : Appraisal and Resignation

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In appraisal meeting they will speak only about your weakness, errors and failures.

In resignation meeting they will speak only about your strengths, past achievements and success.

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In appraisal you may need to cry and beg for even 10% hike.

In resignation you can easily demand (or get even without asking) more than 50-60% hike.

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During appraisal, they will deny promotion saying you didn’t meet the expectation, you don’t have leadership qualities, and you had several drawbacks in our objective/goal.

During resignation, they will say you are the core member of team; you are the vision of the company how can you go, you have to take the project in shoulder and lead your juniors to success.

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There is 90% chance for not getting any significant incentives after appraisal.

There is 90% chance of getting immediate hike after you put the resignation.

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Trainee: “Yes boss enough, now I understood my future. For an appraisal I will have to resign … !!!”

Tips for a stress-free corporate life

By: Kusal Roy

A couple of years ago, I had an interesting conversation with a 33-year-old colleague on career goals. He simply said that he looked forward to 240 more monthly pay-checks, with every thirteenth cheque being larger than the twelfth. The rest, he said, was mere detail.

Most of us “MBA-types” find such monumentally phlegmatic heights difficult to attain. And with good reason too – as you climb the corporate ladder, it is easy to get bogged down in a confusing morass of targets, bottom-lines, strategies and vision-statements, many of which are singularly “un-visionary”.

Life after B-school is a constant race for promotions, grades and fat bonuses that are as elusive as the proverbial will-o’-the-wisp. You suddenly realise that trench warfare did not go out with World War I, and your B-school never told you what to do when stress-overheating jams your guns.

Here are a couple of quick-and-dirty tips on how to keep your blood-pressure down and last longer in the never-ending race.

For starters, never take yourself too seriously. Sure, you are an important executive who takes many key decisions. But once you leave your office, be nice to the cabbie who takes you home, and the paanwallah round the corner who supplies that much-needed smoke.

Remember that they don’t work for you and to them you are just another human being, shorn of all the trappings of corporate clout. You leave your chair and your power behind in your office, and when you start missing that point, it is time to take a deep breath.

Have fun at work – if you smile often, it does not mean that you lack the “senior management” aura. A sense of humour goes a long way in creating sustainable relationships, especially when you can laugh at your own little foibles.

Encourage humour with a dash of irreverence, and you will find that it also creates an atmosphere of openness, rather than grim-faced, grumpy automatons who say “yes” on cue.

Take leave every year, at least two weeks at a stretch.  Recharge your batteries regularly – or run the risk of an early burnout.

In some organisations, people refer to their annual vacation as “mandy” – short for “mandatory leave” – an interesting corporate euphemism that implies executives are so engrossed with their work, they need to be literally ordered out of office. Scott Adams and Dilbert never cooked up anything better.

Kusal Roy graduated from IIM, Ahmedabad in 1995.

Why Employees Leave Organizations?

Azim Premji, CEO- Wipro

Every company faces the problem of people leaving the company for better pay or profile.

Early this year, Mark, a senior software designer, got an offer from a prestigious international firm to work in its India operations developing specialized software. He was thrilled by the offer.

He had heard a lot about the CEO. The salary was great. The company had all the right systems in place employee-friendly human resources (HR) policies, a spanking new office,and the very best technology,even a canteen that served superb food.

Twice Mark was sent abroad for training. “My learning curve is the sharpest it’s ever been,” he said soon after he joined.

Last week, less than eight months after he joined, Mark walked out of the job.

Why did this talented employee leave ?

Arun quit for the same reason that drives many good people away.

The answer lies in one of the largest studies undertaken by the Gallup Organization. The study surveyed over a million employees and 80,000 managers and was published in a book called “First Break All The Rules”. It came up with this surprising finding:

If you’re losing good people, look to their manager …. manager is the reason people stay and thrive in an organization. And he ‘s the reason why people leave. When people leave they take knowledge, experience and contacts with them, straight to the competition.

“People leave managers not companies,” write the authors Marcus Buckingham and Curt Coffman.

Mostly manager drives people away?

HR experts say that of all the abuses, employees find humiliation the most intolerable. The first time, an employee may not leave,but a thought has been planted. The second time, that thought gets strengthened. The third time, he looks for another job.

When people cannot retort openly in anger, they do so by passive aggression. By digging their heels in and slowing down. By doing only what they are told to do and no more. By omitting to give the boss crucial information. Dev says: “If you work for a jerk, you basically want to get him into trouble. You don ‘t have your heart and soul in the job.”

Different managers can stress out employees in different ways – by being too controlling, too suspicious,too pushy, too critical, but they forget that workers are not fixed assets, they are free agents. When this goes on too long, an employee will quit – often over a trivial issue.

Talented men leave. Dead wood doesn’t.

Meeting deadlines…

It was a hot meeting at the office conference hall. All the people from the department had been called. The VP was looking much tensed.

The mood was so bad. My friend asked me -”Hey, what is this meeting all about?” I told – May be they will decide on when to have the next meeting. People around smiled at each other. Then the VP started talking. It was about the recent attrition rate that was so high. Around 10 people had put in their papers. All experienced guys. It was quarter end and so work was huge. If we do not complete the work on time, we need to be paying heavy penalty said the VP. The VP turned to the manager and told “Hey – take how much ever resources you want. Recruit or take them from other departments. But complete the work in another 25 days. Take people and complete it man.
To this the sweet manager replied “Sir! Give me one wife and nine months and I shall show you results. Don’t give me nine wives and one month. I cannot do anything.” We looked at the manager and thought “What an Awesome Reply man!”