I often find myself thinking about my appraisal and how much increment I will receive. I always strive to give my best effort, but I’m rarely fully satisfied after appraisals, feeling that my effort wasn’t fully recognized. However, I am usually satisfied knowing I receive the highest appraisal amount each year.
Now, as part of the evaluation committee, I’m responsible for finalizing my team’s evaluation proposals, which management then approves. So far, management has supported my proposals, but it’s still a challenging task to evaluate and fairly assess someone’s effort.
In my team, I often notice two types of contributors: some put in substantial effort yet don’t demand much, while others may not contribute as significantly but have high demands during appraisals.
This creates a difficult situation when it comes to preparing a balanced appraisal proposal. The organization has limits—there’s only so much it can provide based on experience, skill, and performance. Is the company able to meet increasing salary demands? Management has to consider overhead costs and the impact on daily rates when increments are applied across the employee base.
I always strive to be fair with my team, team members likely have the same expectations from the organization that same as my expectations from the organization. Life is becoming increasingly expensive, and I’m aware each team member needs to support their family, so I keep this in mind.
Sometimes, team members openly share that it’s hard to make ends meet, requesting a little extra consideration in their appraisals. I then try to manage these requests diplomatically, which management usually accepts.
I believe the company should consider how it values employees and supports them. As employees dedicate a significant part of their lives to their work, the company should strive to make their lives smoother with fair salaries and additional benefits.