Looking for performance review advice - I've been with my company for about 3 years now and I noticed the themes for my feedback are the same every year (I have strong review standing, btw).

12 Comments

1. AnonymousFebruary 27,2024 at 9:43PM UTC

   I would take a class, show your manager you've been proactive and receive consistently high ratings so you would like the re-hash of old comments on presentation style to be removed absent any new abd specific examples or comments.

2. AnonymousFebruary 29,2024 at 7:42PM UTC

   Thank you!

3. AnonymousFebruary 28,2024 at 3:29AM UTC

   How are "oral and verbal" presentation skills presented in your job description? If it states you are to have excellent skills, ask what precisely they are looking for to satisfy that. If they don't appear in the job description, then they probably do not need to be a ding on your appraisal, in my opinion. It could be a case in which they think that this is a skill that everyone should always be working on and could do better, so with a lack of any other areas of improvement, they chose this one. If that is your only mark, consider it an exemplary review. Sometimes, we focus so much on some criticism and fail to see all the praise, which probably made up 90% of the evaluation.

4. AnonymousFebruary 29,2024 at 7:41PM UTC

   Update: I had my review and I did get clarity around this item. It's what exactly you said: "It could be a case in which they think that this is a skill that everyone should always be working on and could do better, so with a lack of any other areas of improvement, they chose this one."This was my only piece of feedback and my manager overall still rated me "strong" on all fronts. Thank you for sharing your perspective!!!

5. AnonymousMarch 1,2024 at 4:15AM UTC

   Thank you. I came from personal experience as a manager. When I had an employee with an exemplary review, I suggested she show a little more grace with salespeople who did not fully grasp what the products did. She took that statement to mean that I was getting ready to fire her (she was ranked second in my group of 15), and nothing I could say would change her mind. She filed a rebuttal with HR and a complaint against me that I was trying to get her fired. HR could only laugh at the situation.

6. yvette finley PHRFebruary 28,2024 at 1:31PM UTC

   record yourself presenting on two things: something your interested in and something you have to do. Note the differences and form a plan to increase in areas where you see potential opportunities. Body language, expressions, phrasing, movements, pauses, rate, speed, vocabulary and overall energy levels may tell you more. You’ve got this!

7. AnonymousFebruary 29,2024 at 7:42PM UTC

   Great tips! Thank you.

8. Kimberley Ferretti HammettFebruary 28,2024 at 3:09PM UTC

   Hm, this does seem odd considering you've received positive feedback directly from live presentations. I have two possible thoughts (though it could be anything). One is that it is something people who have noticed just haven't been comfortable saying to you directly and the second, more likely, is that your leaders don't have the skills to evaluate, develop or express what specifically needs to improve but know that if you are to be developed for a promotional role that more presentations would be required than you currently do. It could even be a case that they just don't think of you as a talented presenter mostly because they don't see you do it often.

   Do you have opportunities to present often? If this isn't a common thing, maybe instead of asking again for feedback on how to improve, ask for more opportunities to present. Maybe that's just taking on 15 minutes of a team meeting to facilitate a discussion or present on a project you are working on? Let them know before these opportunities that you would like feedback after so you can continue to develop in this area. If they say you did well, ask what would make it excellent and memorable!

9. AnonymousFebruary 29,2024 at 7:55PM UTC

   I do present often! I work in a design role so my work is often on display and/or I record short video presentations to help reduce meeting fatigue and expedite rapid feedback when we're in the trenches of making important decisions. I admit that public speaking/presenting isn't something I enjoy; it will be a forever skill I work through (proud introvert here). However, my leadership not thinking of me as a "talented presenter because they don't see you often" that's a harsh and loaded statement to make. I've never heard anyone say that to me nor insinuate that is the case. I'd also take "they don't see you often" statement as a concern because this sort of verbiage can be taken out of context, especially, as someone who identifies as being part of a historically marginalized group. Feeling invisible at work is real workplace issue for some folks on here so while I don't believe that's my issue in this scenario, I still appreciate your POV. Overall, I'm happy to report my performance ended up being high marks again!

10. Kimberley Ferretti HammettMarch 1,2024 at 3:29AM UTC

    Apologies if you thought I was in any way making judgments on you specifically, that was not my intention or where my perspective was coming from at all! I could not tell from your post how often you have opportunities to present so I was only trying to present possibilities on their perspective (which, to clarify further, I don't see people's perspectives as truth.. only their truth) in order to suggest possible paths forward. All I meant by that note that came off harsh was that it's hard to think of someone as a talented presenter if they don't really think of them as a presenter in the first place if they don't see it happen. But from your response that clearly wpuldnt apply to you if you are presenting in front of them often. Only you can know what applies to you, my thoughts were only reflective of cases I've seen before, not of you. I also just want to add a note that I wrote they don't see you "do it" often, as in present. It was all.structured as an "If this, then maybe this" scenario so if your reality doesnt meet that "if", then it is just a wrong guess. I can 100% understand and relate to feeling unseen so I can understand why reading that might've given you a harsh or negative feeling. Please know that I held no ideation about you or who you are and was simply offering an explanation for repeated feedback like this that I had seen in the past wondering if it might be helpful to you.

    Since you do present often I would go back to my earlier guess that your leadership simply doesnt have the skills to develop you and present feedback. I don't know that to be true, another guess, but if they can't explain why they are telling you to develop your presentation skills then how do they even know what a good presentation is?

    I'm glad to hear you've gotten high remarks again! Maybe keep track of those to show to your leadership should they continue to give that feedback? And continue to be proud and own who you are. You don't have to be an extrovert to present well and be incredibly effective. Introverts are highly effective and can be influential. I think when it comes to ANY feedback or advice, whether it's comments on here like from me or feedback from your boss, you have to know and trust yourself so you can take from it what is helpful and applicable to you and just leave the rest.

    Again, I'm really sorry if I expressed anything in a way that felt accusatory or offensive. I only ever try to offer options and perspectives in hopes they are helpful.

11. AnonymousMarch 5,2024 at 3:00PM UTC

    Apology accepted and thank you for sharing your insight!

12. donna1205December 18,2024 at 3:05AM UTC
    If you’ve worked closely with abgerny others, ask them for input to gain a broader perspective on how you’re performing. This can uncover hidden strengths or areas for improvement that your manager might not highlight.