Robby Rex Perreras

Employee: “Before we discuss my performance, can we check the dates of those targets?” Manager: “Why?” Employee: “Because I want to understand how I missed them.” HR Manager: “The first target was due on the 10th.” Employee: “And when was my salary supposed to be paid?” HR Manager: “The 25th of the previous month.” Employee: “So I was working for two weeks after my salary was due?” Manager: “Yes, but that doesn’t change your responsibilities.” Employee: “I agree. But can we check the emails I sent requesting payment?” HR Manager: “What emails?” The employee opened his laptop and displayed them. Employee: “I sent three emails to HR. I also informed my manager that I couldn't afford the transport to the field.” Manager: “You never told me that.” Employee: “I sent you a message on WhatsApp.” The manager checked his phone. Manager: “I saw it.” Employee: “And what was your response?” Manager: “I told you to manage the situation.” Employee: “How?” Nobody responded. HR Manager: “The company is not responsible for your personal financial commitments.” Employee: “I understand. But the company is responsible for paying my salary.” The room went quiet. Employee: “I have been coming to work, completing assignments, and meeting deadlines while waiting for money I already earned.” Manager: “Nobody is denying that.” Employee: “Then why am I being called here for poor performance?” HR Manager: “We need to separate the salary issue from your performance.” Employee: “Fine. Let’s look at the targets.” They reviewed the records. Two targets had been missed because the employee couldn't travel to the field without transport money. Another had been delayed because the company had not approved the funds required for the assignment. The manager looked uncomfortable. Manager: “I wasn't aware of all these details.” Employee: “I informed you.” HR Manager: “We’ll need to review the performance report.” Employee: “Will the salary delay also be reviewed?” HR Manager: “That’s a separate matter.” Employee: “It may be separate on paper. But it affected my ability to work.” Nobody argued. The meeting ended with HR agreeing to review the performance report and management promising to provide an update on the salary. That afternoon, the employee received an email. Subject: Performance Review Update “Following our meeting, the concerns raised regarding missed targets will be reviewed in light of the circumstances discussed.” His salary was eventually paid. But before leaving the office that evening, he sent one final email. “Thank you for the update. Please confirm in writing that the missed targets will not affect my performance rating, as the delays were linked to unpaid salary and unapproved project funds.” His manager replied: “Confirmed. We will make the necessary adjustments.” The employee saved the email. He had learned something important. Sometimes, doing your job isn't enough. You also need evidence of what happened when the company failed to do its part.