Is Your Appraisal Based on Performance or Favouritism?

My Corporate Experience: The Reality I Observed During My 2.5 Years at @careernet

I worked at CareerNet for 2.5 years, and initially, everything seemed to be going well. I was working, learning, and doing my job sincerely. But when it came to appraisals and salary hikes, I started noticing certain things that honestly left me disappointed.

I observed what felt like favoritism in the workplace. Sometimes, it seemed that people were judged not just on their performance, dedication, or the quality of their work, but also on their physical appearance, personality, and how close they were to their managers. I noticed that some people who were particularly close to managers often seemed to get more flexibility. Whether it was working from home, logging out at 4 PM or 5 PM, or getting other work-related benefits, things appeared to be easier for them. And when it came to hikes and appraisals, I sometimes felt that the people who had better relationships with management were in a more favourable position.

I observed these things closely, and it genuinely made me question the fairness of the system. As an employee, you expect your hard work, performance, dedication, and contribution to be recognised. You expect appraisals to be based on what you bring to the table, not on how you look, how pleasing your personality is to someone, or how well you manage office politics. And honestly, this is where I feel some managers need to reflect. 

If you are managing a team, your responsibility is to create a fair environment for everyone, not just for the people you personally like. Every employee deserves equal opportunities, transparent appraisal criteria, and fair treatment. Someone who quietly works hard and delivers results should not feel less valued than someone who knows how to stay in the good books of management. 

Office politics may exist in many organisations, but when it starts affecting recognition, flexibility, and salary hikes, it can seriously impact an employee’s motivation and trust in the company. 

I am sharing this because I believe these conversations matter. Employees spend a significant part of their lives working for an organisation, and they deserve to feel respected and valued for their contributions. 

This was my personal experience and what I observed during my 2.5 years at CareerNet. I cannot speak for everyone’s experience, but these observations left me disappointed and made me realise how important fair leadership and unbiased management really are. 

A good manager doesn’t reward people based on personal preferences. A good manager recognises people based on their work, integrity, and contribution. Because at the end of the day, an employee should never have to wonder whether their hard work matters more than their appearance or their connections. 

That’s one corporate reality I wish more people would talk about.