SAVARIA- WORKPLACE OSTRACISM, COMPLACENCY AND

CAREER PLATEAU.

SUMMARY:
Tomy a Graduate Engineer Trainee at Savaria Limited – an automation-based engineering
company with it’s HQ in Hyderabad was probing for the reason for low performance
appraisal ratings despite taking up ten training sessions and three performance improvement
plans. He was a long-term employee of the company and was with the company since starting
his job in 1999.
On March 25. 2015 Nandeesh – the new HR manager happened to meet Tomy who was upset
and was having a tiff with his colleagues. He noticed that Tomy had no sense of belonging in
the company and questioned his role in the company. After having a counselling session with
Tomy which also included – a senior executive, HR manager and the CMD, Tomy explained
that despite attending and taking up all the training programmes he was unable to figure out
how these training programs would add value to his job and career development.
A few colleagues felt that Tomy was basking in his past glory and refusing to upgrade his
skills. When the company made the transition towards IT upgradation, Tomy played a crucial
role in this transition phase. However, this made Tomy’s Job obsolete. This made him to feel
more ostracized at work. Many employees also felt that Tomy was hampering the company’s
growth as he wasn’t contributing anything significant. The CMD now decided to terminate
Tomy’s employment.
PROBLEM STATEMENT:
Why Tomy was unable to retain his job despite being loyal to the company for a very long
time. Why did he feel ostracized at his workplace?
CRITERIA FOR EVALUATION:
 Reviews from his peers that he was unable to plan about his long term future in the
company.
 Unsatisfactory performance appraisal review scores
 Narcissistic attitude of Tomy and his apprehension regarding the usefulness of
training provided by the company.
 No promotion since last 11 years
EVALUATION OF ALTERNATIVES:
1. Finding a suitable job profile for Tomy based on his skillsets. Also a defined job role
will help him to contribute to the company’s growth.
2. A performance appraisal feedback system so the employees can discuss their
shortcomings.
3. Change in training programs, and provide more Job Oriented Training Programs.
DECISION:
Make Tomy the head of the company’s internal training department. This will provide him
with the recognition he has been craving and also Tomy’s experience can be put to good use