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There are cases where in employee and Manager may not agree to each other which may lead to such issues. While is is always suggested to have clear goals set and timely review process in place such issues will not happen.
In such a situation HR can intervene and note the proceedings of the appraisal discussion and try to bring in consensus, if still this state is not resolved the proceedings can be recorded and a case can be established to further process.
Must direct manager of employee mask evaluation, even if against the employee, but the direct manager must do Ba finding a way to challenge the assessment through the signing of the evaluation and explains to challenge it and second that there is a model grievance to the employee shall be referred to the Committee on the objection
His direct manager must discuss the issue with him in order to come to a fair evaluation!
It can be a disagreement, minor misconduct or a major one, decide on the basis of perfect evaluation and discussion for a corrective action. It may decide the future of the employee, so it is at his interest to sign the same.
First of all performance management should be structured from day one I.e. while setting a clear objectives and KPI’s to reach that objective, and the same needs to be signed and acknowledge buy both parties to avoid any conflicts in future, moreover a mid-year appraisal shall be done and submitted the HR to help contain any dissatisfaction and correct any gaps between line manager and employee. In this was thinks will be in control and if issues arises then HR will be in a strong position to see the facts and evidence and call for a performance review session between the LM An EP to address the situation and come to a fair agreement.
