Advice on appraisal discussions

Had my appraisal meeting with the manager today and the feedback I received don't put me in a good light. The manager wants me to be more proactive and ask for more work. In the last 2 years more than half of my team has quit for whatever reasons and even with the increased workload that I completed on time, I have received a rating of "partially achieved". What's even weirder is that the rating was given before the appraisal meeting even started. The manager had made up their mind. I see the market and feel grateful for a relatively safe job and a relatively fine package but this event makes me feel under-appreciated at work. My team lead still treat me like a fresher even though I have 2+ yoe and assigns high priority tickets to other team members. Given the fewer complex tasks in my bucket, the manager feels I'm not up to the task which is far from truth. I want to make a switch and move on to better opportunities before long but I am worried whether this merit report will sour my chances when the HR asks for them during interviews / onboarding. Have you had similar experiences? What did you do? Also, am I wrong in being worried about the appraisal report affecting my chances at new companies? TL;DR: Does a rating of "partially achieved" impact chances when applying to new jobs?

I have been working as a full-stack developer past 2 years and now in onsite since 3 months. Based on my performance they were happy and called me onsite since our project is going live in 3-4 months. I have been completing whatever tasks have been given to me and asking for more tasks once I complete them. I did work on weekends and completed the work irrespective of the tight deadlines. Now the manager communicates to me via a senior person that my performance is going negative out of a sudden and I didn't meet their expectations and need to work more proactively. I repeatedly asked him based on what parameters they came to this conclusion, he simply said take this as a positive feedback and work towards it, without telling the actual reason for this review. What should I do : take a release while the live implementation because this might affect my career prospects.

Last year i moved to a product based company from a service based so naturally the first 6 to 7 months were hard on me in terms of not only learning the work culture but also understanding complex systems. Then when i started to get a grab on things i was shifted to a new team. Where it did not take me much time to get a hold of things as i had now understood the nature of my work. But during my annual performance review my manager comes up and tells me that you are being judged for the entire year and he absolutely hammered me in my review. To make matters worse he even told me of a PIP that i was going to be pit into. Now at this point i know that the work is not that difficult for me as i own a module which i have slogged on for the last 6 months. I feel cheated and sad as my performance is not bad rather it is good. Even he acknowledged that but still he is doing this. What should i do? I have been feeling absolutely gut punched and have lost my confidence i know myself that i had faced problems initially but that was due me trying to figure out how things work but since i was dumped into another team my visibility got 0. He does not even know who i work with or reviews my work, and yet he is adamant on putting me in a PIP. I want to resign and leave. For the last 3 months i have worked for min 10 hours and this is the reward i get for putting in all the effort. Any suggestions would help

Hi everyone, 2023 IIT Grad here, working in ServiceNow since July 2023. Current Base: 15L I have around 7-8 months of experience here and over a year of experience at Startup and Servicenow being a Software Engineering jntern, at startup, I was almost a full time, leading projects on my own. I recently had a 1:1 with one of my teammate, he is couple of years senior and has a base of 24L. He told me you have been working really good, so in this upcoming March, you can either ask for a promotion OR for a good hike. I have heard, in ServiceNow, promotion or hikes happen only once a year. Then I talked to someone with 7-8 yoe, he told me it won’t be good to talk about this when you have just joined that is, 7-8 months ago. He said take whatever they give you. I need community’s views should I talk to my manager about this OR Should I let it go? My friends at other companies are making 20+. I didn’t sit for placements because of PPO. Please advise. Thank you!

Being a fresher, always heard about people getting hikes. If a superior asks about how much hike do you want and why, how to structure a response and how to research for a good number to ask!! Also, it would be helpful to know some negotiation skills/techniques!!

This is my first job and here my manager has scheduled a one on one meeting for Annual Appraisal. I want to know what I should expect in this meeting. Thanks!

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First year of brand marketing job for an early series, well funded fintech startup. My previous (first) job had ₹45K (5.5LPA) in hand after a role upgrade, but for this job I had to move out of my city, use up all my emergency fund, have a LOT more expenses now and the in-hand came up to just ₹51K (6.5LPA + 1L bonus + esops) Had no leverage at the time of signing so didn't say anything. The real kicker? I was hired as part of a strat change that the founder pushed for, and my impact has been immediate and undeniable. Our metrics doubled within 6 months of me joining and we're a respected brand in our vertical. I am doing gigs on the side to start rebuilding my emergency fund coz salary se barely kuch bachta hai. I want a comp revision before the appraisal, but too nervous to ask for it. Could use some advice or just tell me if I'm being a dumbass for having these expectations

Hey everyone, I'm in a situation with my company's appraisal policy and could use some outside perspective. The details: - The company has a 1-year appraisal policy - My work anniversary is July 3rd - Co-founder says new salary will only be credited next month because my anniversary falls "in the middle of the month" My view: I should get the new salary this month on a pro-rata basis - the old salary is for 2 days, and the new salary is for 29 days. Questions: 1. Is the company's stance normal practice? 2. Has anyone successfully argued for pro-rata salary updates in similar situations? 3. Any HR pros here who can weigh in on best practices? 4. How would you approach this conversation with management? I'm trying to decide if this is worth pushing back on or if I should just let it go. Any advice or similar experiences would be appreciated! Thanks in advance!