Smart ways to deal with your bad appraisal

Smart ways to deal with your bad appraisal

Smart ways to deal with your bad appraisal

 “A bad system will always beat a good person every time” W. Edwards Deming, the American engineer, statistician, professor, author, lecturer, and management consultant.

Deming’s quote relates to your professional life-story? Is your professional life hinting at “quit” because of that bad, very bad appraisal?

Read on to find out the healing processing of such appraisals

We, at resume builder, have jotted down five ways to deal with such unwanted/ unexpected events in your professional life.

This is what you are required to do now –

Keep calm, because this is not the end!

While we understand that you worked hard to bring in desire results, however, this is not the end of your world. There will be negative emotions and also self-criticism, we suggest, see above this. All you need is the self-confidence, remember your hard work and the appreciations that you bagged. Getting angry or even showing anger to your manager/ higher-up will only worsen your situation, so don’t do that.

Precisely, accept this appraisal and stake calm. That’s the ideal first step.

Now assess yourself!

You will wonder why? Self-assessment is essential here to determine and understand if this has happened before – Yes? See through if it’s the same reason that crashed on your dreams even this year. If no, then examine the probable reason; discuss with your manager or the one who rated you, to understand their side of the story. Having done that, now it’s time to take some learnings from this appraisal.

You may not want to work in the same organization, under the same boss, however, you need to carry these learnings everywhere. This bad patch will remind you what to avoid in future and if you efficaciously handle it, you will emerge as a winner.

Thus, assess yourself, learn and carry forward.


Request your boss for a discussion on the appraisal, so you can see both the sides of the coin. Like we all blame it “politics” in the corporate world, however, in this discussion, your boss will have to elaborate your appraisal and performance of the past one year. There is a high possibility that you may have to face negative remarks and criticism, but don’t get bogged down with this. This is a healthy discussion to measuring the depth of your performance. You can also question your boss what the right things you have done and you do it more frequently. Additionally, if you feel, your boss is being too negative about your work, just correct them whenever required. Examine yourself through SWOT analysis of your performance of the last one year. Ultimately, resignation/ job change is not the only solution.

Plan your actions, NOW!

Once out of the meeting room, take some time to understand and decide what should be your next step. These questions may help you –

  • To what extent boss was right?
  • If yes, then how should I improve?
  • If no, do I want to work under him?
  • Or am I ready to move to another project/ department or search a new job?

If you are convinced that your performance was the core reason for this bad appraisal, then start focussing on the improvements. Plan and master very assigned task, deliver your best. You can also take help of your colleagues or your boss in improvising your performance.

Contrastingly, if you disagree with your boss and want to part-ways, we advise you to wait. You should stay in this job if you have a meagre experience of one-two years. In any case, “quit” is not the solution for this problem. However, as an experienced professional, you may commence your job search.

Meet your boss, meet frequently!

If you have decided to work hard and dedicatedly, you need to meet your boss at least once a month to discuss your performance. This meeting should be conducted exclusively to gauge your performance and measure the accuracy or rightfulness in the tasks performed. Another benefit of this meeting is that you keep improving, monthly and not when you encounter a disheartening appraisal.

Life is big!

Having dealt with this appraisal, now remind yourself that you have it enlarge your professional picture. This can be done through your performance, development of skill set and so on. So start working on it, and start today. Let this appraisal be the one and only bad patch in your professional history, which you rectified and moved ahead.

We hope we have victoriously healed your wounds and charged you up for that best Employee trophy.

However, if you still want to quit your current job, remember, we at Resume Builder are happy to help you with best resumes. Connect with us on:

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Line 1 : +91-9970318611
Line 2 : +91-7755901241


Renuka Dabhade

Are you in a miserable job? Your escapade plan is here

Are you in a miserable job? Your escapade plan is here


Do you feel like being stuck in a golden cage or just a cage? Many of us are working only to earn the livelihood, in their high-paying jobs, such employees are stuck in the golden-cage while others dissatisfied with their salary are stuck in the cage. You knowingly or unknowingly might be trapped in the cage, working for the salary day and looking forward to holidays.

We insist you to read Jim’s story here…

Jim a qualified post-graduate with over five years of experience was working in a financial firm as Relationship Manager. High incentives, commissions, luxurious official trips and parties were part of his routine.

Boss’ not-so-favourite Jim woke-up with same thought every morning “How many days to weekend/ holiday?” Commute to the office, listening to favourite music made him feel better. Jim managed his responsibilities well but was day-dreaming most of the time. He felt lost, disconnected and dissatisfied; his strengths remained unutilized. Audacious Jim went upto his Manager to discuss the issues and in a bid to bring a solution, however, it was an unsuccessful attempt.

Jim’s brief story that made us recall our start-to-end of the day and made us realized who is in the cage and who is working passionately. If you relate yourself to Jim, read on to find out what Jim did next –

Step 1 – Source of unhappiness

Jim tried to determine what was making him unhappy, his boss, work-place/ environment or his career path overall. If it was the three first options, switching company is the solution and thus, get-set-go for updating your Resume, uploading and applying to the best opportunities. Start with LinkedIn, make contacts, and create a network and so on.

However, Jim’s fuss was his career path. In that case, usual job search will do-no-good to him.

Step 2 – Savings = Live-Saver

Jim’s apathy was mounting, so was his quest to get rid the incumbent job as well as career. However, being used to a pricey lifestyle, Jim decided to trim his expenses by more than 50%. He decided to move to a cheaper apartment, less or no shopping and due focus on “What’s Next?”

Alike Jim, if you are thinking of switching your career path, first take a look at your bank balance and liabilities/ responsibilities. It is said that, when you leave existing work profile without a new job in hand, keep minimum four-month salary in your savings account.

This important tip will help you survive during “no-job-search” period.

Step 3 – What’s Next?

Having realized his source of unhappiness, Jim started taking time-off in evenings or weekends to determine his “what’s next?” This wasn’t an easy task; after all, he was making a tricky and risky decision. Jim, therefore, decided to make this quest more comprehensive and scientific. He began with writing down his passion, researching on that or even newer career options in the similar arena, and took few personality tests. Jim found his passion in travelling; his next task was to ensure sufficient/ satisfactory salary. Switching career from A to B, without any experience, makes you a fresher. Jim knew he will have to start from zero with minimal or no salary.

Step 4 – Build-up your courage

Do you have the courage to escape that golden-cage? Even Jim had great difficulty in calling it “quit” As the usual process, Jim’s boss and the Human Resource Manager tried to examine the situation and offered him the so-called “carrot” i.e., higher package/ incentives and so on. Anyone like Jim will be baffled, whether to follow passion or continue with the same firm with more-than-even lucrative package

A question popped in confused Jim’s mind “What if I die tomorrow?” On my death bed, do I have any memories, happiness, the satisfaction of living a love/fun-filled life?

The answer was negative.

Thus, Jim turned-down the offers and decided to walk away.

Step 5 – new Life new Goals

Jim, after serving his notice period, was a free-man with dreams of travelling the world, exploring the life on the other side of the planet. He started with small goals in his bigger picture. The first goal was to find a job that will fulfill his passion whilst earning him some amount.

Five years from that day, Jim is now successfully leading his own travelling and tourism company. He has traveled many places, yet his to-do and visit list is lengthy.

If you feel Jim, take the hint, dream big but set small goals, follow the steps and remember –

“Love what you do and do what you love. Don’t listen to anyone else who tells you not to do it. You do what you want, what you love. Imagination should be the centre of your life.” Ray Bradbury


Renuka Dabhade

Top reasons why resume length effects quality

Top reasons why resume length effects qualityQuality Resume

The key document in any job search, a resume has risen as the need of the hour in today’s job market. Whether you are a fresher, entry-level, mid-management, or senior leadership professional, a resume will not only become a medium to showcase your capabilities, but will also serve as a key tool in convincing a recruiter to either hire or fix up an interview with you.

A professionally crafted resume not only serves as a perfect portrayal of a candidate’s abilities, but also demonstrates their inclination on obtaining a particular role. A well-drafted resume acts as a recruiter magnet, making a candidate stand out from a crowd of similar or less deserving candidates who don’t fit with the requirements of a job.

With so much emphasis being placed on creating the perfect draft, the natural question that arises is that what do employers look for in a resume – do they seek lengthy, descriptive CVs, or do they prefer a quick-to-read resume? For this, let us quickly understand what are the two documents and the discernible differences.

Definition & Differences

A resume is a crisp and concise summary document of a candidate’s employment and academic background, as well their skills and abilities acquired over the course of the employment or academics. Modern resumes do not go beyond two to three pages at their maximum, no matter how long the employment experience is. These can be used by any professional, right from fresher to senior management professionals to apply for a job opening.

On the other hand, a CV is a comprehensive document that lists in excruciating detail, a candidate’s work history, skills, qualifications, and other professional pursuits, and is a document of unspecified length, and ideally should be more than four to five pages. In fact, the longer the CV, the better it is. This document can only be used by a professional with some experience, right from entry level to senior management professionals, and is mostly developed on demand by a job.

The length versus quality debate has been in the resume writing industry since quite long, and professional writers have varying opinions on it. While some prefer the detailed CVs, most prefer a quickly whipped and concise resume for catering to job needs. Both have their merits and demerits, which would be addressed in the subsequent part of the article.

The Quality Aspect

A resume is the initial impression that a recruiter has on a candidate, and might be the last one if it does not follow basic guidelines in drafting. A poorly conceived resume will hit the trash pile faster than you saying “job”. The prevailing preference for resume length is two to three pages; any longer and it deters the interviewer from calling you. A crisp resume offers the benefit of consideration from an employer for an interview call.

Individual companies have hiring processes that work differently. Researching the exact job applied for and tailoring the resume accordingly goes a long way – skill mapping with job requirement is literally one of the best ways to secure an interview call. Moreover, a qualitative resume will go a long way in presenting yourself as a valuable catch to the employers.

Another aspect to quality resumes is the way you present the information. A company with a formal corporate culture would prefer resumes that are simple and easy to read, while a creative job would offer more liberty to present the information. A quality resume would also comprise of highly unusual or unique skills that would be valuable to a company, and showcase your knowledge and talents.

The Length Debacle

Lengthy resumes are what professional resume writing terms as a Curriculum Vitae, since it provides an in-depth overview of experience, education, and skills over the course of several pages. Since these are in greater detail, they comprise of longer sections, and list out even the minor roles, responsibilities, and credentials at one place.

While cutting short on information in a quality resume allows a recruiter to read the key aspects of your career, a CV offers much more space in terms of expanding information related to responsibilities, achievements, academic and professional credentials, and more such things. As the career of an individual progresses, their CV will expand on the go.

A detailed CV finds its use in academic, scientific or medical fields that are looking for a more complete and comprehensive picture of a candidate. Mostly, European and Australian jobs ask for a CV, since they prefer detailing on a candidate’s professional background. For this, the additional space offered by a CV is a wonderful place to focus on a person’s skills, qualifications, and experience.


While both have their merits and demerits, what matters ultimately is their usage – use the documents that have been specified for a job opening, be it a resume or a CV. Also, a key point to keep in mind here is that while a CV might allow more room, it is advisable to not ramble, and keep it to the point so that recruiters can seek the required information easily.

Additionally, supplementing both documents with the latest and newest information is they right way, since it will enable you to apply for jobs instantly, without waiting to write down your document at the last moment. It also portrays you as an agile job seeker, who is ready to accept new responsibilities and challenges on the go


Amrita Kolay

5 Key success mantras for champion HR Recruiters




“I am convinced that nothing we do is more important than hiring and developing people. At the end of the day you bet on people, not on strategies.” – Lawrence Bossidy, GE


A simple quote that reveals the base of a Human Resource process; if we look into the current hiring scenario every word of the phrase holds true. Human Resource Management constructs the base of an organization, stronger the base strong would be the company structure. Starting from resume screening, reviewing job applications, interviewing candidates, people from HR team are involved in almost everything that relates to employees and their benefits. Wearing the HR hat is easy but very few possess the eagle eye to pick the right candidate from the lot. Basic qualities that separate a recruiter from the crowd are:


  • Understanding the job requirement:


As simple it may appear but the job description plays a very important role in recruitment, since it clearly contains “The Actual Requirement” from the concerned department. There are many roles in the market that appear to be same but are separated by a very thin line. A smart recruiter would always be able to determine the line and source the rightful candidate.


For example if the position is open for a Marketing person, there would be numerous applicants from various backgrounds, people from sales would apply, now often people tend to mix sales and marketing professionals. A good recruiter would always know the difference and look for qualities that separates a marketer from sales, such as “A person who sees the overall picture of a product, conducts an in depth market research and prepare a proper plan to augment sales is a marketing person and a person who just focuses on selling a product and meet the assigned target is a sales professional”.


Not all recruiters will have an ability to identify and understand the crucial thin lines; hence it is very important to gain an in depth understanding of the requirement before going to the next step.


  • Conducting the right search using the JD, and using social tools apart from traditional modes.


If one takes the correct path he/she would surely reach the desired destination, but if the path is wrong he/she would end up find nothing else but darkness. This holds true for our every field, so in case of recruitment, while understanding a job description a qualified recruiter would always pick up the relevant keywords and then use them to search for the candidate at various job portals. He/she would definitely seek help from social platforms like LinkedIn and Google search engine, which we all use every day to quench our quest, a good HR would always know how to search profiles using Boolean logics and specify keyword search technique.


One has to know what he/she is seeking before searching so knowing the job description is a must for every HR.  So once the search is done, the selected candidate can be called for face to face interview.


  • Reflecting the right culture


HR carries the face of the company, so he/she should always maintain decency while meeting with candidates. Since a slightest wrong impression can drive a potential candidate away. It has been noticed in a survey that often candidates are not able to speak their true self due to the rudeness of the Interviewer.


At the time of interview often the interviewee is nervous, a good HR must always know to ease the nervousness, create a calm environment, and make the person feel comfortable. Once the candidate feel contented and wanted he/she would feel the ease to open up and reflect their true self.


  • Knowledge of ERP (Employee Resource Planning) systems:


There are lot of Human Capital Management applications in the market, whose knowledge can enhance the skills of a HR. Some popular Human Capital Management applications and support are provided by companies like Oracle, SAP, Microsoft etc. These applications keep all the data of the Employees right from hiring till termination / Resignation. All the transactions of the Employees are captured in the system inside various modules like Recruiting, Absence Management, Payroll & Compensation, Time and Labour. There are various reporting features and automation in these systems which ease the work of a HR in a large organization.


  • Communication – The Human Connection and The Final Choice:


Any expert would know the importance of communication, the more time an interviewer spend with an interviewee the more they both would get to know about each other and this is absolutely apt before starting for a long term relationship with the organization.


It is always important to hire a candidate who carries the right attitude. A candidate often tends to hide their flaws, a good HR would know how to bring down a candidate to his/her comfort level and ask relevant questions that would help to highlight the actual qualities required for the post.


Taking decision is always tricky, a slight misunderstanding or communication gap and one might lose a deserving candidate. HR must know to weigh all the qualities and determine if it matches with the requirement. Also, while settling for a candidate it is also very important to keep the allocated budget in mind. So however tough it may be, professionals with strong background and knowledge in HR would always provide strategic oversight with ease and hire the right candidate within the assigned budget. A true HR always focuses on “Human” aspect in HR by winning employee confidence and trust; maintain cordial management-employee relations and achieve desired results.


Post Author:

Amrita Kolay

BEWARE of these 8 managers in your job interview

BEWARE of these 8 managers in your job


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Once in a while in a job interview you come across a bad manager who you realise could do more harm than good to your career. We help you identify the 8 bad managers you must be wary of in an interview

When was the last time you appeared for a job interview and encountered a manager who influenced you to reconsider your choice of joining the organisation?

Your first meeting with your prospective manager could unveil a lot of things about what you can expect from the organisation.

Candidates who have appeared for job interviews admitted that hiring managers they have met during interviews ranged from being intimidating to outrageous and in some cases even ignorant!

Interestingly, most of these interactions have helped them decide if they wanted to take up the offer of working with the company.

While some of these managers you may hate because they made you wait for an hour and did not care to apologise to you for the delay, there are job seekers who cant figure out why they were being interviewed for the position when all the manager did through the interview was tell them how bad they are.

In such situations, the knack is to identify a bad manager from a good one and adapt accordingly.

A bad manager could also be a warning sign, says Gargi Thorat, a 32-year-old advertising professional from Mumbai. “If you are lucky to identify a bad manager at the interview stage, half your problem is solved. It helps you decide whether you should play on with the interviewer and nail the offer or simply walk out of the place,” shares Thorat.

Here, we identify the various types of bad managers by their behavioural warning signs and help you understand what to do when you meet them next.

image 21. The Unapologetic Latecomer

You have reached the interview venue on time but there’s no one to attend to you.

When you ask the receptionist, you are told that the manager is busy in a meeting and that you will have to wait.

The hiring manager walks in 30 minutes later and without apologising, gets straight into the interview routine.

Now, a manager could be late for various reasons. S/he could be delayed by a meeting that got extended, which is the most common of excuses made by managers when they turn up late. And then there are those who love to turn up late just to make themselves feel extra important.

When a person delays his appointment, no matter what position of authority s/he holds within the organisation and no matter how trivial your interview appointment to the organisation is, it is expected of them to apologise to you.

“An apology means that they value your time and respect your presence,” feels Vidhan Chandra, Director, iSource services. “If they don’t, it displays unaccountability.”

In case of the latter, be prepared to trade for your time, just in case you wish to join the organisation. And if the manager happens to be your immediate boss, you could end up ‘waiting’ for worse, warns Chandra.

image 32. The Silent Killer

The interviewer has a stern look on his face throughout the interview.

A firm handshake, a well manicured smile and the questions asked to you are mostly open ended. You keep talking, but all you get is a plastic nod and minimal words from the manager. The expression on their face is deadpan and you are not sure whether they are listening to your responses or judging you by your face.

Is he partially dumb or does he intentionally turn deaf as I speak? You wonder.

Senior copy editor Nandita Kapadia from Mumbai remembers the interview she appeared at one of the leading technology firms in the country. The interviewer first put down her CV on the table, then folded his hands and asked her the obvious: Tell me something about yourself.

“I was talking for nearly three minutes, but the interviewer who appeared to be listening to me did not utter a word in reciprocation. After I thought I had said enough about myself, I told the interviewer politely: ‘Sir, I think I have said enough. So, you tell me what else would you like to know.’

Managers could be silent for two reasons — either because they want you to speak so that they can know you better or because they believe in minimal communication.

The best way to tackle a silent interviewer is by answering briefly and to the point, says consultant Vikas Shinde of Omkar Consulting, Pune.

“You should patiently wait for the interviewer to ask you questions. If you realise that you have answered enough, you can try asking a few questions to the manager to find out how much information you can gather while you are at it,” Shinde suggests.

Meanwhile, if all your questions are met with silence or monosyllables, be ware that the company follows a closed policy where they do not encourage a healthy communication culture, cautions Vidhan Chandra who tells us that these species of managers are common in public sector units.

Talk to a few employees or ex-employees from the organisation to get better insights before you sign on the dotted line, Shinde suggests.

image 43. The Gossip Monger

You have met the manager for the first time and you two have been talking for over an hour.

From the bad state of roads to the financial reports of a common competitor firm, the interviewer has talked about everything but your job. And most of it has been gossip.

While a conversation like this could only be too tempting to be ignored upon, it is dangerous and means two things. Either the manager is trying to extract finer details about you and your present organisation through personal information like your opinions and feedback on various issues or they are seeking information that they can use against you after you are hired.

Akash Motwani, HR Manager, Right Jobs Consulting tells us how feedback (read gossip) received from candidates who are working for a competitor are great source of information and explains why this could be dangerous.

“You may be tricked into believing that you are being hired, but they must be looking to extract information about your present company. If the interviewer is your competitor, do not divulge details like marketing strategies, yet-to-be-official plans, work principles etc,” warns Motwani

image 54. The Distracted One

The interviewer’s phone is constantly ringing. He attempts to put it on silent but then he simultaneously asks you to talk while he is busy sending a text on his phone. From his actions, you can tell if he is not paying attention to what you are saying.

Distractions like these where managers are attending phone calls, sending text messages or checking emails while the interview is on, are clearly off putting.

Considering that managers are busy people who have to attend important calls, you can identify a good manager when he seeks your permission to answer a call and then apologises to you for the interruption.

“However, if the interviewer repeats this process for a more than 3 times and if you find out that it’s some random friend who is trying to interrupt your conversation, you could tell that the person does not respect your presence,” warns Vrushali Mange, senior manager-HR, Perfect Jobs and Consulting Services.


5. image 6The Fault Finder

The interview room resembles a boxing ring. The interviewer looks into your eyes when they speak. S/he counters everything you say with an unsatisfactory response that leaves you intimidated.

You wonder if they are testing your confidence or finding out excuses to tell you why you are the worst candidate they have ever met.

Palak Arora (name changed to protect identity) shares his experience where the interviewer said everything nasty to make him feel.

“After a mock presentation of a sales call, I had to meet the manager to discuss details of my job profile. The manager told me how unimpressive I was despite going through my past records of high performance referred by my seniors. Just when he was rejoicing the success of demoralising me, with his nitpicking the manager told me that I should be meeting the human resource head to discuss my salary break up. I failed to realise why they were hiring me at all, if they found me so incompetent.”

Since you can never satisfy them and you still want to keep the job (that is if you are so desperate to work under a boss like that), just get used to ‘filtered listening’ viz absorb only what’s important for your sustenance in the company and ignore the unnecessary.

image 76. The Lecher

When Priya Kothari (name changed to protect identity) appeared for an interview in a leading IT firm, she was asked to reveal her sexual preferences.

“What are your views on lesbianism? Are you straight?” the interviewer asked her coyly.

Although Kothari claims that she was first taken aback, she was equally quick enough to retort, “I don’t think my answer to this question has got anything to do with the position I have applied for.”

After the interview, Kothari immediately called up the consultancy and cautioned them to be careful about further sending female candidates to this manager. “I surely don’t want to work in a place like this,” she asserted this consultant.

Vidhan Chandra says that women are more likely to meet such managers who are likely to hit on the opportunity and make them feel uncomfortable by asking questions that directly or indirectly outrage your modesty.

They will start off by complimenting a woman for her looks, and slowly try to ask them questions that will make them feel uneasy.

“If you realise that the manager is trying to do something funny with you, please be polite and ask them to stick to the interview routine. Women can easily identify such managers from the very first eye contact they make,” assures Chandra.

image 8.jpg7. The Belitter

The interviewer surely knows too cents more than you. And obviously has more experience in his years of service to the company.

But that does not give them the authority to make any of your credentials feel less important.

The Belitter could be just as dangerous as the Fault Finder.

While the former would leave no stone unturned to tell you why you are of no good, he is more prone to exploit your talent than the latter.

“He will provoke you to answer questions which will display your aggressiveness and then use it against you,” Vidhan Chandra warns and tells us why he will hire the candidate with the weakest profile.

“Because the belittler wants to hire someone whom he can dominate at work. He will hire someone who will obey his orders, do all the work without arguing or sulking about it,” Chandra reasons.

While admitting that most managers choose the most unproductive candidate, Akash Motwani advises why it’s better to stay away from such managers when you are fully aware that they will make your work life miserable.

“They will treat you like a doormat. No appreciation and no promotion. You will work like a slave. These are the dictums you will have to put with. Only a person who has absolutely no self respect will vouch to work under such a manager,” Motwani feels while adding why such a manager could do more harm for your career than good.

image 9jpg8. The Air Dropper

In Vidhan Chandra’s words, an air dropper is “someone who has inherited the position of a manager through ancestry or by virtue of an educational degree from a prestigious college, but has no experience whatsoever about the manpower requirements of the company he manages.”

Such managers usually have limited or theoretical knowledge of how an organisation functions, and hence are not fully equipped to take decisions on hiring an employee. In fact such managers could be detrimental to your career, observes Vidhan Chandra.

Avni Chopra (name changed) currently works as the secretary for a shipping agency that was inherited by the son-in-law of the founder. Chopra says that although the manager was hell bent on hiring fresh graduates to replace the experienced professionals in their agency, he sooner realised that the company suffered huge losses due to his lack of experience working in the shipping sector.

“You can identify such bosses in an interview when they do not ask you anything specific about your profession. Their ignorance will clearly show off when you ask them questions related to their company’s performance,” Chopra shares.

“It is better to check the website of the company you are joining and do a quick background check on the people who are managing the company. Cross check the recent financial reports of the organisation to find out how the company has performed under their management and then make a decision,” suggests Chopra.

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Here’s when you MUST quit your job

Here’s when you MUST quit your job


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Would you quit your job if you did not enjoy the food served in your office canteen? Or if you found out that a co-worker was bitching behind your back? While these reasons may seem trivial, here are the top 10 reasons why you re
ally should explore new options.

Every morning, when his alarm goes off at 6 am, Rahul Sharma, sits up in bed, glances at the clock and cringes at the thought of going to work.

It’s always the same story — he tries to conjure up an excuse to stay home, but fails to come up with one that will convince his boss.

Rahul, now 32, is a commerce graduate and has been working as a sales manager in a leading service firm in Hyderabad for the last eight years. He has been serving the organisation since its inception and knows the ins and outs of the company — be it the products, clients or its employees.

Needless to say, the boss expects Rahul to supervise the activities of the organisation like a senior manager. But how does he explain the inefficiency of his co-workers, which compels him to work through most weekends? As much as he loves what he does, he feels like an under-paid, over-exploited slave with absolutely no social life.

Should Rahul continue working in the same organisation, or should he quit his job and apply for another one? What is right for him?

Is there a ‘right time’ to quit a job? If there is, how does one decide when that is?

An August 2011 survey conducted by HR consultants Mercer revealed that 54 percent of Indian employees are considering a job change in 2012. So why is every second person tempted to take a break or considering moving to a new organisation?

We spoke to a few employees and HR professionals to find out the top reasons why people look for fresh opportunities. We also found out just how crucial these reasons are and how they help you make informed career decisions.

1. Rimage 1elative stagnation

When your work life becomes too routine and boring, when you realise that your scope for performance and growth in a particular organisation is limited or has stagnated, it’s time to rethink your job.

Kailash Shahani, Director, Morpheus Human Consulting from Mumbai says that dissatisfaction (monetary or mental) with one’s current job can influence employees to shift to a different domain. The trend he recalls is common among call centre employees, who start off as telecallers and go on pursue careers in banking and HR, which offer better career prospects.

Vidhan Chandra, Director of iSource Services, a consultancy in Pune, adds that ‘relative stagnation’ can also be detrimental to your career growth.

Explaining the two common reasons why stagnation occurs at work, Chandra says,”It happens when you have been with an organisation too long, mastering all the tricks of the trade with limited scope to experiment or learn new things. Also, if you realise that you aren’t happy when you look at your colleagues, who you think have better responsibilities and a better job profile, you are facing stagnation at work.”

In either case, it is time to quit, agree experts.


2. Assignmentimages 2s and responsibilities that fail to stimulate

Two years ago, Shashank Aggarwal (name changed upon request), 29, was working as a software developer with an IT firm in Bangalore.

He says he quit his job of three years because he was given too many projects that weren’t exciting enough.

Shashank now freelances for international clients. He says bad projects or assignments are warning signs and one should be wary of becoming part of them for too long.

“Poor projects reflect badly on your profile. When you continue working on such projects for too long, it will also negatively affect your attitude towards work. Unless you have no qualms about wasting your talent, you must immediately find a way out and move on,” he cautions.

3. Miimages 3smatched skills vs responsibilities

Kailash Shahani says that an organisation may either change the job role of an employee without consulting him/her or then limit the defined role.

This results in a mismatch of KRAs.

Mismatched KRAs (Key Responsibility Areas) are also an outcome of extreme expectations and demands of employers. While being multi-talented is the need of the hour, it should not be a hurdle standing in the way of one’s core area of interest.

For instance, Arvind Kumar (name changed upon request) is a mechanical engineer and was hired by an automobile firm to look after their new branch in Mumbai.

Although the 27-year-old was hired as a supervisor to man their technical division, with time, sales and promotions were also added to his list of responsibilities.

When Arvind realised that he was being asked to handle additional duties that were outside his domain of expertise and knowledge, he chose to quit.

images 44. Jealousy and unhealthy rivalry

Jeenal Choksi (name changed on request), 32, joined an ad agency in Pune after completing her graduation.

After working for three years, she took a break from work to complete her MBA. When she rejoined, she was given a promotion and a salary hike. Needless to say, her ex-colleagues did not take it in the right spirit.

Soon, she started facing trouble from her immediate team members who were spoon-fed with provocative gossip that questioned her integrity and professional standards. Choksi says she quit the agency within six months of rejoining.

“Peer rivalry is a dangerous disease,” she states, further explaining why it is difficult to cure. “Curing it means burning your own fingers.”

The best way is to quit an organisation, move to a new one and start afresh. “Unless you are adventurous enough to sail through the hassles of clearing the air before you say goodbye,” warns Choksi.

images 55. When employers don’t make good on their promises

While promises may be used like bait to lure employees into performing well, failure to deliver on those promises will only discourage them and prompt them to and pursue better opportunities.

Four years ago, Varun Chaturvedi was working as a business development manager for a furniture brand in Nagpur.

The 30-year-old was responsible for the launch of three new outlets and orchestrated a 40 percent growth in business for the company.

While it was natural for Varun to expect a promotion, or at least receive an incentive for his performance, the Managing Director promised him the position of branch manager at a city outlet within a year’s time.

Instead, a year and a half later, the MD gave his brother-in-law the position and asked Varun to settle for a small fraction of the much-delayed incentive.

“My boss did not live up to his promise, so I quit my job,” shares Varun, who now works as the regional manager of a multinational bank in Bangalore.

images 66. When your organisation registers too many losses

Do your company’s financial figures endorse a downward trend?

Are you often asked to minimise your work budget or charges to the company?

Is your employer taking the hire and fire policy too seriously?

If the answer to all the above questions is affirmative, chances are that your organisation is sailing in troubled waters and you need to watch your footing.

Rajesh Tripathy, head of Cflex Consulting, Delhi, says it’s okay to love your job, but don’t get attached to your organisation.

“When you start loving your company, and categorically, if this attraction becomes one-sided, your career goes downward steadily.”

He says that if your workplace shows consistently poor financial returns, you must not delay your decision to move to a new job. “It is not wise to stay rooted to a boat that is going to sink,” he warns.

images 77. Your work environment

How many of us would quit an old job for a plush new office that offers better chairs, computers, facilities and a better work environment?

As unusual as that sounds, Kailash Shahani says that poor infrastructure, company’s brand value are influential factors that will lead a working professional to quit his job.

Agrees Nishank Phadke, a consultant with Manhunt Inc, Bangalore, “People do quit organisations to work for bigger brands.”

“Would you think twice if you receive an offer to work for Google?” he asks.

images 88. Personal priorities

Most of the time, professional commitments come in the way of one’s social priorities.

However, if one realises that s/he is unable to sustain a healthy family or social life due to work commitments, it is time to re-evaluate priorities.

Vidhan Chandra offers a classic example of how a software engineer from IBM, US had settled for a virtual engagement with his bride-to-be in India through Skype when his company turned down his leave application.

Marriage is an important reason why female employees quit their careers, explains Kailash Shahani — either to spend quality time with their partners or to choose an organisation that is closer to home and offers flexible work hours.

While some of us may not want to acknowledge that fine line between one’s professional and private life, Manmeet Singh, 31, decided to end her six-year tenure with an organisation to take care of her newborn daughter when her manager refused to extend her leave.

“I was working in the administration department of this firm two years ago. Although my boss gave me maternity leave of 45 days, I asked him if I could extend my leave for two months, provided he allows me to work from home. My manager shared the example of another employee who faced a similar situation and had hired a maidservant to take care of her child.”

Singh believes that there are times when one has to choose family over work.

9. Acquimages 9isition/merger/sale of your current organisation

When a company is taken over by a bigger brand, it could either mean a boom or spell doom for the employees.

Acquisition also means a change of top management — new policies, new clients, new expectations.

“It’s like getting married to a new person and having to start from scratch, which may not always be favourable to everyone,” says Nishank Phadke.

On the other hand, Vidhan Chandra feels that it is the overlapping of responsibilities with employees of the partner company which threaten people thus compelling them to quit before they are asked to resign.

10. Persoimages 10nal inconvenience

Many professional graduates have happily agreed to take up a job in a new city for the sake of their careers, and later on applied for a transfer or quit to return to their families.

Kailash Shahani says inconveniencing factors like unsafe or inconvenient job location and failure to understand or cope with the local language are major influences that force an employee to quit an organisation.

Lalit Raghuram, 34, tells us that he almost resigned from his job as a territory manager in a rural district of Gujarat because he had to travel 40 kilometres by road to have non-vegetarian food, which was “highly inconvenient” for him.

“The food served in the office canteen was tasteless and I could not find a good cook. So, I complained to my manager, who first laughed at my reasons but finally transferred me to another city,” he says.


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