Performance review vent

[KimR]

I just received my performance review today and I am still recovering from the shock. In a nutshell, I received the worst rating (average) I've ever received after having the best year performance-wise of my career. Why? Well, becuase the two projects I delivered in 2005 weren't substantial enough to justify a higher rating. Well, that is because I was working on a HUGE project that I started March of last year and will not be completed for a few more weeks. The long turnaround is due to the complexity and size of the project, not due to any fault of mine. Since it did not complete in 2005, basically all the work I did does not count for this year and will not get recognized until 2006. My manager assured me of an excellent rating NEXT year because she knows that I did an outstanding job on this project, but for 2005, I only received credit for the work I did in the beginning of the year.

This seems terribly unfair on so many levels that I don't even want to get into. I guess I just want to know if this is normal practice in other organizations. Right now I am feeling so angry and so screwed over it isn't even funny. All that hard work and no appreciation or recognition whatsoever.

 

[jennyl772003]

Wow! That seems like a rotten way to do things! I would be p'd too!

 

[nick262]

That sounds really unfair to me. I am sorry that you have to go through it.

 

[Barb D]

No, this is absolutely not right. This is certainly not the way my company does it. You should be judged on the work you did, not the projects completed. I'm assuming this affects the level of your raise.

Is there a place on your review to put your comments?

 

[laura001]

That is awful! You should be judged on your work performance and attitude, not on projects that have been completed. This makes no sense at all, is there a way expressing your thoughts to your workplace without is being difficult? Sorry that you have to go through this.

 

[DawnCt1]

I have a friend who worked for a large company. The sen. Admin Asst was out so DF filled in. She took minutes from the meeting that essentially said that the bottom line of the budget not only depended upon growth but upon cost control and therefore, a per centage of employees were to receive substandard reviews to avoid paying raises. Of course they conducted this meeting as if she didn't exist and because she was the new man on the totum pole, she and another newbie were selected for "needs improvement". She is a stellar employee and has had impeccable reviews for her entire working career. She had retired from one job and moved onto another, which is how she ended up at that particular large company. She began looking for a better opportunity and she found one for 10K more and they absolutely love her where she is. Last week the CFO asked her to stand so her entire department (65 people) could applaud her hard work!

 

[DWDreams]

DawnCt1 is right. Most larger corporations provide their offices/departments/whatever with a pool of money based on a percentage increase the corporation determines each year. For example, the corporation determines they want a 3% increase average and that equates to X amount of money. That then leaves the office/department/whatever heads to figure who gets what out of the pool of money. It's always more about the distribution of the pool than the actual performance, IMO.

 

[KimR]

There was a place for comments, but I didn't put anything there. Maybe I should have but I didn't want to put anything in writing
without addressing those same issues with my manager first. At the time of my review, I did express my shock and disappointment but when she assured me I'd receive the rating for that work next year I responded with something to the effect of 'well, uhhhh....ok....'. I was just so shocked and surprised I wasn't thinking straight and I didn't have my thoughts together well enough to state my case.

This will affect my raise and bonus which will likely be nonexistant due to my rating, which will be a first for me. I will be having that meeting in a month or so and at that time I'll be better prepared defend my position. Of course, I don't expect her to change my rating at this point, but I do want her to see the unfairness of it all. Also, I want something in writing stating that I did not receive credit for that work in 2005 and that it will be counted in my 2006 review. That way I am covered if she is no longer my manager next year.

It just galls me that I was so excited about leading this project because it is large, very complex and challenging with high visibility. It was an opportunity for me to showcase my talents and really shine. I stepped up to the plate and did a stellar job and now this is my reward.

 

[KimR]

DawnCt1 is right. Most larger corporations provide their offices/departments/whatever with a pool of money based on a percentage increase the corporation determines each year. For example, the corporation determines they want a 3% increase average and that equates to X amount of money. That then leaves the office/department/whatever heads to figure who gets what out of the pool of money. It's always more about the distribution of the pool than the actual performance, IMO.

But shouldn't the top performers for each year receive the highest bonus/raise? That is the way it is SUPPOSED to work.

 

[Marseeya]

I'm sorry you're going through that.

My DH's company works much the same way. It's something like the way Dawn described, and so many times DH is so disgusted because of the way the performance reviews work out, and how it affects everyone's paychecks and bonuses.

 

[DawnCt1]

There was a place for comments, but I didn't put anything there. Maybe I should have but I didn't want to put anything in writing
without addressing those same issues with my manager first. .

You need to get your review back and put in writing that you disagree with the review and state why. You should not let a negative review go unchallenged. Your response needs to be in writing and part of your record.

 

[DawnCt1]

But shouldn't the top performers for each year receive the highest bonus/raise? That is the way it is SUPPOSED to work.

Of course, but as long as you have managers that are more concerned about themselves than doing the right thing, its a problem. Do not let the review go unchallenged. DF found that there was so much jelousy, back stabbing and in fighting, that she had no choice but to move on. There was one particular employee who actually had "power" over her, that told her on her last day, "now that you are leaving, I have to tell you, I have been jelouse of you since you walked through the door". There is no way to beat that when the person who is sabotaging you is in a position of some power. I had a similar situation with the nurse who claimed seniority and took my job. I loved my job but I am even more happy staying home at this point in my life. She on the other hand, hated her job because she hates everything and she has to commute more than 45 minutes each way. I still get emails from the employees more than a year later. I know she hasn't kept on mandated surveillances. It will catch up with her all too soon.

 

[NJBlackBerry]

Having sat through wayyyy too many performance appraisal meetings - on both sides of the desk - one of the most important lessons learned is LIFE ISN'T FAIR.

When rankings and ratings - which help determine compensation - are determined, large companies generally do them in groups, and have very, shall I say, spirited discussions. Forced rankings (15% above average, 80% average, 15% below average). And the money is in a pool. 4% average or whatever. And that's that.

Just because you think you were the top performer doesn't mean the people in the room agree. Did your boss "promote" your project? Or was it under advertised. I always make sure I promote my employee's work - our most important project , IMHO, won't end until April. But I made sure that the team working on it got credit.

If I were you I would do a 1 Up and talk to your bosses boss and see what they had to say. If they back up your boss, you are out of luck.

There may be more to this than you know...

 

[jodifla]

As a manager who gave many performance reviews, I was forced to rank some people "meets standards" just to make the numbers work. The company would only allow so many people in a department to make exceeds or significantly exceeds. All my arguing against the policy did no good. Their take is that in a given number of people, only so many can be going above and beyond the call of duty each year.

 

[chell]