How to React When You are Undervalued?

      
			              Forum
			            
							              13

		            		Ranjeet Kumar Mishra
Student (MBA), India
			            
How to React When You are Undervalued?

	          		How can you succeed when your tumultuous efforts are not recognized by your superiors and your performance is rated on personal grudge?
				      
X

							  			Welcome to the Performance Management (Appraisals) forum. The topic being discussed here is: "How to React When You are Undervalued?". 
										
Sign up now to gain access.  It's free. 

Comments

																	  	Sort by date
																	  	Sort by rating
																		
Rating

										              1

						            	Jimenez
Management Consultant, Mexico
												
				                Your Tumultuous Efforts are not Recognized by your Superiors

													When you are taking several actions "in the line of duty" you must be sure what is the real core value for organization’s strategies. That is the point, your superiors must clearly define what are the expectations and job description.
				                
										              1

						            	roberto gerace
Teacher, Italy
												
				                Efforts are not Recognised?

													Ranjeet, the only person who can answer your question is you.
				                
										              5

						            	Madhukar Sakorkar
HR Consultant, India
												
				                How to React When You are Undervalued?

													I completely agree with Jimenez:

- Being clear of what my superior expects of me is very critical because only then I can develop a measurement criteria, agree on a broad approach and act.

- Secondly, it is important to know if my efforts have led to the expected results - fully, partially or not at all. For the later two it would be important to analyze as to what came in my way of not accomplishing the results. Factors which belong to me - my failures - and factors which are external. 

When I go with this analysis to my superior and present it a dialogue is possible. If it is really "personal grudge" (and I hope you have enough data to arrive at that conclusion) I would simply share my feelings of being undervalued, seek superior's permission, present my analysis as stated above and in a matter of fact way request him or her to reconsider the rating! This probably pushes the superior to also give reasons for the rating give. Essentially, a dialogue - without getting affected or taking things personally!
				                
										              2

						            	KATHRYN PAWLEY STEINER, USA
												
				                How to React When You are Undervalued

													Personal grudge evaluations are difficult to substantiate and may result in further problems for the... Sign up
				              
										              0

						            	Anyebe, Peter
HR Consultant, Nigeria
												
				                Undervalued Performance

													Before anything else the final purpose of work is self-development. Whether or not your work is reco... Sign up
				              
										              0

						            	Musonda Ernest Kabwe
Zambia
												
				                How to React When Undervalued

													Fist you need to have confidence in yourself and know the company's objectives and policy, then do w... Sign up
				              
Leave a comment

		                            More on Performance Management (Appraisals):
		                          
													            	Summary
													            
												              Discussion Topics
												            
		                          	Checklist of 50+ Common Errors in Performance Appraisals
How to Give Constructive Feedback? Models and Tips
How to Achieve Fair Performance Appraisals?
Avoid Routine Annual Performance Appraisals
Concerns not Previously Discussed During Performance Reviews
How to Deal with Average Performers?
How to Get Employees to Improve? Issues with Feedback
Open Communication? Try Coffee Talks
Wrong Use of Employee Appraisals
Three Types of Performance Appraisals
Obsession with Quantifying Human Performance
Broken Confidentiality of Performance Appraisals
Don't Forget Practical Appraisal Follow-up
How to Deal with Poor Performers and Non Performers?
Conditions for Successful Performance Appraisals
Outcomes of Performance Appraisals
How to Receive Personal Feedback? Tips
🔥What to do if NO Annual Appraisal Interview is Scheduled?
👀How to React When You are Undervalued?
The Performance-Values Match Matrix (Jack Welch)
Appraise the Past, Develop for the Future
How to Prepare for a Performance Appraisal as Appraiser
Tips for Ensuring Performance Appraisals Hold Up in Court
Appraisal for Future Job?
Avoiding Biases in Performance Appraisals
How to Identify and Manage Workplace Favoritism
Consider the Job Situation in Appraisals
Post COVID-19 Performance Evaluations
Decentralized Performance Appraisals
Cascading the Business Objectives to Performance Appraisals
Disparaging Appraisal Terms
Performance Appraisals versus Student Examinations. A Comparison
Bonuses.. what is Fair to All Within Large Corporations
Feedback Should be Like a Mirror: Neutral
How Role Clarity and Employee Performance Management can help with Strategic Focus
Mismatch in Performance Appraisals: Actions from Last Year are Rewarded/Punished This Year
Optimize on the Strengths of your Employees
Use of Of Employee Appraisals to Validate the Remuneration System

		                              Special Interest Group
		                            
		                            Do you know a lot about Performance Management (Appraisals)? Become our SIG Leader