Notwithstanding the worsening unemployment situation across the globe, many employees in India’s corporate sector are not averse to quitting their jobs for greener pastures. The root causes of the trendy job-hopping are not far to seek if one considers certain factors that are peculiar to India.
A survey of 11,000 employees drawn from eight countries (the US, Canada, the UK, France, Germany, Australia, Japan, and India) between October 6 and 30, 2023, conducted by the Boston Consulting Group, suggests that a significant portion of the global workforce, about 28 per cent, is contemplating a job change within the next year. This figure includes individuals actively searching for new opportunities as well as those who may not be actively looking but are open to the idea of switching employers, according to the report. Interestingly, most of the employees surveyed, in their responses, said they were focused on functional factors, with pay being the overwhelming top choice, followed by benefits and perks, work-life balance, work they enjoy and care about, and better career learning opportunities.
As per the report, 26 per cent of the surveyed Indian employees are considering leaving their current employers within the next year. This figure underscores the challenge faced by employers in India, similar to their global counterparts, in retaining talent and addressing factors that might prompt employees to seek new opportunities.
In this broad context, The Pioneer’s Tanisha Saxena takes a close at the peculiarities of appraisal culture within India’s corporate landscape. It appears that, by and large, performance evaluations are undermined by subjective appraisals, favoritism, and a shocking lack of transparency. Through insightful interactions with domain experts and data analyses, we unravel the complexities of what is loosely bandied about as ‘appraisals’ across most parts of India.In India’s corporate sector, ‘performance appraisal’ is mostly a ritual that unfolds annually as a mere formality, rather than as a studied evaluation of an employee’s contribution. This grim reality has birthed a culture where job-hopping seems to be the only viable path to career advancement and financial growth. Many inter-linked factors contribute to this aberration.
The illusion of appraisals
Appraisals, intended to be a cornerstone of employee advancement and reward, often fall short of their promise. In many organizations, they are plagued by subjectivity, favoritism, and a lack of transparency. Employees often find themselves disillusioned when meritocracy is subordinated to office politics, leaving hard work of employees who count most unrecognized and unrewarded.
“In the Indian corporate landscape, appraisal criteria encompass various facets aimed at evaluating an employee’s overall contribution. These include meeting performance targets aligned with their role, maintaining a high standard of work quality, and demonstrating leadership qualities by taking initiative and fostering collaboration within teams. Additionally, innovation and problem-solving skills are valued, along with a commitment to customer satisfaction and adherence to company values. Professional development, as evidenced by participation in training programs and acquiring new skills, is also considered. Furthermore, factors such as attendance, punctuality, and feedback from supervisors and peers play crucial roles in assessing an employee’s performance. These criteria collectively aim to foster a culture of recognition and reward based on merit and genuine contribution to organizational success,” explains Arhcana S. Verma, Director, Womeki Group.
Despite the clear intentions behind appraisals, reality often falls short of expectations. Favouritism often seeps into the process, with managers showing preferential treatment to certain individuals based on personal relationships rather than objective performance metrics. This creates an environment of resentment and frustration among employees who feel overlooked or undervalued. Furthermore, the lack of transparency in how appraisal decisions are made only exacerbates these feelings of disillusionment, leaving employees questioning the fairness of the entire process.
Featured on The Pioneer.
