Big Boss: This year your performance was good, excellent and outstanding. So, your rating is “average”.

Employee: What? How come ‘average’?
Big Boss: Because…err…uhh…you lack domain knowledge.

Employee: But last year you said I am a domain expert and you put me in this project as a domain consultant.
Big Boss: Oh is it? Well, in that case, I think your domain knowledge has eroded this year.

Employee: What???
Big Boss: Yes, I didn’t see you sharing knowledge on Purchasing domain.

Employee: Why would I? Because I am not in Purchasing, I am in Manufacturing.
Big Boss: This is what I don’t like about you. You give excuse for everything.

Employee: Huh? *Confused*

Big Boss: Next, you need to improve your communication skills.

Employee: Like what? I am the one who trained the team on “Business Communication”, you sat in the audience and took notes, you remember?

Big Boss: Oh is it? Errr…well..I mean, you need to improve your Social Pragmatic Affirmative Communication.

Employee: Huh? What the hell is that? *Confused*

Big Boss: See! That’s why you need to learn about it.

Employee: *head spinning*
Big Boss: Next, you need to sharpen your recruiting skills. All the guys you recruited left within 2 months.

Employee: Well, not my mistake. You told them you will sit beside them and review their code, and most resigned the next day itself. Couple of them even attempted suicide.

Big Boss:*stunned* (recovers from shock) Err…anyway, I tried to give you a better rating, but our Normalization process gave you only ‘average’.

Employee: Last year that process gave me ‘excellent’. This year just ‘average’? Why is this process pushing me up and down every year?
Big Boss: That’s a complicated process. You don’t want to hear.

Employee: I’ll try to understand. Go ahead.

Big Boss: Well, we gather in a large room, write down the names of sub-ordinates in bits of paper, and throw them up in the air. Whichever lands on the floor gets ‘average’, whichever lands on table gets ‘good’, whichever we manage to catch gets ‘excellent’ and whichever gets stuck to ceiling gets ‘outstanding’.

Employee: (eyes popping out) What? Ridiculous! So who gets ‘poor’ rating?
Big Boss: Those are the ones we forget to write down.

Employee: What the hell! And how can paper bits stick to ceiling for ‘outstanding’?
Big Boss: Oh no, now you have started questioning our 20 year old organizational process!

Employee: *faints*

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You are not an Electrician in China …

… or a plumber in Hungary …

… or a delivery service employee in Asia …

… or a deodorant tester in Germany …

… or a Zoo keeper in America …

… or a Ditch Digger in Poland …

… or what is really a shitty job … … a mobile toilet !

Just be thankful for your job !

And now hurry back to our job !

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and how his subordinate gave reverse KT to boss…

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1. Stay Positive: Think positively – spur other people to share their positive attitude so that might be more productive and more reliable for executive positions. A positive attitude is really easy and formed our own, by emphasizing the positive things in every situation.

2. Self Presentation: Learning how to express themselves on the tips is very important. For instance, neatly dressed gives a successful image in the eyes of other people before we say a word. Clothes with good standards of quality seam indicates that in many ways even we have high standards and this is what makes other people perceive us amazed. How much we give strong influence on colleagues, boss or client will see how well we perform in their eyes. Has an elegant style to support our success is not something bad, really. Do not forget, the appearance will enhance what we feel about ourselves that will ultimately make us more confident.

3. Good Speaker: The ability to speak with diverse individuals is an integral part success. A friendly eye contact, a rich vocabulary and the ability to customize the language we use with the speaker also hold the role. Therefore, practice talking courteously with whoever we meet in daily life or join a discussion group to hone debating skills. Rewards are we going to get is more proficient in a variety of social situations, excellent build a network’s success, helped in working in a private group.

4. No wishy washy: A good leader has a firm attitude and always shows this attitude every time he was faced with the problem that requires it to make a decision. Whatever decision is made it will cause the pros and cons. But remember, the decision making process will bring us closer to the ability to complete a given challenge. The key, make sure that the decisions we take are carefully considered and there is a reason that accompany it.

5. Accountability: Another important part in achieving success is the willingness to accept responsibility, whether successful or failed. If this is done, we are considered ready to accept greater responsibility and reap respect from colleagues because of humility possessed. In order to minimize mistakes, taking into account all possibilities and immediately take appropriate steps to correct the mistakes we did.

6. Manage Time: The inability to organize will make us a mess so that the achievement of targets set under. To overcome it, learn to write everything in detail so that allows us to make sure everything is done according to the availability of time there. The result, we have a better quality of work and do not be surprised if in the future we will be entrusted with the responsibility of continuing to increase. Ability to manage time does not mean we have no spare time for yourself, you know. This is precisely the key factor in our success compares doing everything in a timely and better quality. Do not procrastinate, set your goals challenging but realistic, and take advantage of time as efficiently as possible.

7. Detecting Solutions: Roots of success of business leaders is the ability to find solutions to big problems. This capability is not immediately obvious but must be shown to others. If we and our colleagues in such a division has been disciplined, there’s no harm in always finding out what is most a problem. Is it a lack of communication among staff, conflicts surrounding the rights of each employee, technical problems, or difficulty accessing the information. Find and then act. Do not be afraid of extra work if it intends to find a solution. Remember, the person who eagerly challenged to handle the hurdles instead. Essentially, do not be limited to content on a routine.

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It’s like working hard full year & finding yourself at the same position where you started and in addition get hurt…

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• Project Manager is a Person who thinks nine women can deliver a baby in one month.
• Developer is a Person who thinks it will take 18 months to deliver a Baby.
• Onsite Coordinator is one who thinks single woman can deliver nine babies in one month.

• Client is the one who doesn’t know why he wants a baby.
• Marketing Manager is a person who thinks he can deliver a baby even if no man and woman are available.
• Resource Optimization Team thinks they don’t need a man or woman; they’ll produce a child with zero resources.
• Documentation Team thinks they don’t care whether the child is delivered, they’ll just document 9 months.
• Quality Auditor is the person who is never happy with the PROCESS to Produce a baby.
• Tester is a person who always tells his wife that this is not the Right baby.
• Team Lead is a person actually knows how many men and women required to deliver the baby, but will not tell anyone.

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Appraisal Dreams…

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Appraisal Reality…

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*This is internal portal of a company. I’ve erase the name of company and name of persons…

*I’m not sure whether it is true or not….I got it by googling….

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Salary negotiation is something at which hiring managers are usually a lot more proficient than the people they hire are.

In the interest of levelling the playing field, here is a list of tips for salary negotiation that has worked for many people.

1. Maximize on your past experience. Understand what you have achieved. Bring your past experiences to the table as a tool when negotiating for your salary.
2. Make a list of what you have to offer. Know what you have to offer a future employer. Make a list of your skills, abilities, talents, and knowledge. Be prepared to show your employer what capability you bring to their company. Make sure you have some firm basis for added compensation, i.e., skills, abilities, and value to the company.
3. How badly does this job need to be filled? Find out what you are worth to the employer and how badly (or not) they need to fill this position with a qualified candidate. This gives you more negotiating power.
4. Wait for an offer. Delay discussing salary until you’ve been offered the position.
5. Demonstrate excitement for the job. First, make sure you want the job and are excited about the job, then let the employer know that you really want the job, but that you are only hesitating because of salary.
6. Do not bring personal needs into the discussion. Don’t discuss the monetary needs for your family or the cost of living. This will not get you very far in most cases.
7. Be prepared with salary options. Come up with three salary figures for yourself: the low-ball (not in your life) offer, an offer that would make you smile, and one that would make you jump up and down and call all your friends. Shoot for a salary between your middle figure and your high figure.
8. Remember that the employer has a budget. Understand that most employers have a range in mind (budgeted for the position) and will actually start at the low end of that budget to give themselves some negotiating room. This does not mean they will try to low-ball the position and pay less than they think the position is worth. This is usually not in their best interest since they are looking for qualified candidates.
9. Know your absolute bottom line. Know what your minimum salary range must be to support the life you want to live. Although it is not advisable to bring this up in the interview, you will need to know what your absolute bottom figure is.
10. Let the employer bring up salary first. Wait for their offer. Stall when asked directly what your salary requirements are. For example: “I would consider any reasonable offer.” If the salary question comes up too early, try side-stepping the issue with a statement such as, “I’m open to discussion about salary and compensation, but I’m sure that will be no problem once I’ve shown how my experience will be of great benefit to the company.”
11. Employers like negotiating. Remember that negotiating for salary is often looked on favourably by potential employers. It reinforces the idea that they’ve made the right decision in offering you the position. It lets them feel confident that, because you can keep your best interests in mind, you can probably look after the best interests of the company as well.
12. Do your comparative salary research. Know the going rate or fair market value for your position. Be prepared to discuss these figures once salary negotiation has come up. Have a salary range in mind.
13. Understand your geographical area strengths and weaknesses. When tracking down your worth, make sure you look at similar positions at similar companies in your geographical area. Salary ranges vary dramatically across the nation and even from rural to urban areas.
14. Be prepared to market yourself. Emphasize the reasons you should get the offer and de-emphasize or OMIT any reasons you should not.
15. Be prepared to explain your salary history. If your previous salary has been at a high rate, be prepared to freely let the employer know what you have been making in a previous position, i.e., a written salary history.
16. Anticipate the employer’s objections. Anticipate that the employer will have objections for the salary range you want, i.e., they can’t afford more, don’t think you’re worth more, etc. Know in advance how you will overcome them.
17. Make your salary discussion a friendly experience. Assume amiability when discussing salary, not conflict or controversy. You should make the employer feel that you are on the same side and working together to find a compensation package that would satisfy everyone’s needs. Anticipate a win-win situation.
18. Dispute any doubts about your suitability for the position. You will have the most influence if salary is the only source for hesitation. Make sure that there are absolutely no other concerns from your employer or doubts that you are the best candidate for the position.
19. Justify your cost-effectiveness. Try pointing out to the company how your ability will help reduce costs through your performance so you can justify higher pay.
20. Remain calm and poised. Once the offer has been made, and appears too low, remain quiet as though you were pondering the offer. This will imply your dissatisfaction with the offer and the uncomfortable silence may prompt the interviewer to improve the offer on his/her own.
21. Be creative. If the company just can’t afford a higher salary, try asking for other benefits, a company car or allowances, bonuses, 3-6 month performance raises, stock options, profit sharing, vacation days, or temporary housing.
22. Be flexible. Consider working fewer hours, on a consulting basis, four days a week.
23. Consider other options and perks. Sometimes companies offer one-time cash bonuses, or “hiring bonuses,” to help entice waffling candidates. Try to find out how the company feels about this issue.
24. Count on the future. Remember that even if you aren’t able to increase the salary (because of a fixed company cap—not because these tips weren’t helpful) that the employer will feel reinforced from your negotiations—as though he got a good deal. This will play better for you when raises are taken into account in the future.
25. Be prepared to walk away if necessary. You can always walk away from the negotiating table if you just aren’t getting into your minimum range.

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What I asked my consultant for…

What my HR promised…

What I felt it as…

What I have got…

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