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Another bad performance review — is this a warning sign I'm doomed to get laid off?
I've been with my current company for six months and I just had my second performance review — it was bad. After my manager was critical during my first performance review, I knew I had some adjusting to do and I used his feedback. I really think I've grown in the past few months and had some great successes.
Yet the critiques in this performance review felt more like a problem with how I fit into the company rather than my results. Does this mean I'm bound to never please my manager and even doomed to be fired? I know how to work harder and get the results I need on the job, but this feels like he has an issue with my personality and work style.
barbg
373
09/09/20 at 9:59PM UTC
Don't just quit, as that will jeopardize receiving unemployment. Find out of your state is a "gross Misconduct" state or what the qualifications for receiving unemployment are. Start a stealth job hunt ASAP. If you leave one job, get another and get laid off quickly, that is usually not deadly to getting UI. If you get laid off in a "gross misconduct" state, you would have to have done something borderline criminal not to get UI. But if you leave under the cloud of a bad review, and your state views that as being "fired for cause" and a disqualification, that could be a problem. So step one is to try and line up another job to jump to. And think of a way to handle your exit story and references in any case. I wouldn't broadcast this at work, but do start thinking about it.
Anonymous
09/06/20 at 5:48PM UTC (Edited)
After 10 years of positive reports running two departments for which I was hired to start/manage, I had my annual review under a new manager and received 4 "needs improvement" checkmarks out of 14 (3-block, out of 4; no 1-blocks, the rest 2s--customarily all 2's and a handful of 1s). They were all a shock to me -- especially because (1) one was that I don't take criticism well or seek to improve (when the first words out of her mouth at the start of the meeting were, "I love that you are so teachable and a team player") and because (2) she handed me the sheet with the numbers as I walked out the door, having not gone over ANY of the negatives with me so I was blindsided.
Rather than challenge the review, I made a list for each of those four areas of accomplishments and qualifications in the past year from my monthly reports to her (so she couldn't say she didn't know about them). I told her these were things I had done or was doing in those areas that I understood to be fulfilling or exceeding my job expectations (four pages single spaced for just those four areas of "lack"), and since these seem to NOT be what she wants, could she please help me eliminate and prioritize so that I could be sure I was concentrating on tasks that would meet or exceed her expectations per my job description. She was taken aback first that I didn't challenge the review even though I disagreed, and that I had a list of things she didn't remember ever seeing (I pointed out that I only took them from the monthly reports).
She backpedaled hard and tried to re-do the review in light of this new information, but I told I was not there to challenge her opinion of me--if that was her view of my work, it was her view of my work, but I wanted to be sure to adjust my performance priorities to meet her needs, and I needed a list in writing. The next year, my review was much more positive and she seemed to have more respect for all I do and the attitude with which I do even the behind-the-scenes work.
annem3
78
09/06/20 at 3:41PM UTC
Don’t even waste your time talking to HR. Their sole purpose is to protect the company, not you. Sad, but true. Look for another job and get out of there asap.
Paulla FetzekTeacher, Lighting Expert, & Office Professional
1.73k
09/06/20 at 3:30PM UTC
Gretchen gave a fantastic reply. It's not unusual to have two reviews in such a short time. Especially if you're newer. The fact that both are negative however, does give me pause.
If your supervisor's review is based solely on things your personality - and not on your work - this could be a sign of future issue. While a supervisor can include aspects of your personality in a review - it should never be the sole focus.
Is there someone else - an HR person or another supervisor - whom you can reach out to? That you could ask for an honest critique of your supervisor's review?
Anonymous
09/06/20 at 3:24PM UTC
As far as possible, you need to de-personalise this. Ask for very specific targets and document when you meet them. Check you have understood what you are being asked to do. They hold your future in their hands- so make sure you listen carefully. Even if you ask for support from HR, or a union rep, be very specific and non emotional.
Anonymous
09/06/20 at 2:41PM UTC
I recommend you document and communicate! How often do you meet with your supervisor? During those 1:1 meetings you should cover the feedback you’ve received, how you are working differently to improve, and any outcomes. Put this in follow up email is critical as it leaves a trail. If you aren’t having regular 1:1’s you should proactively set them up. If you get push back state that you are working to address areas of improvement that have been brought to your attention and want to check in more regularly regarding progress. Finally, you may want to have a discussion with HR about the situation. Again, being able to document is key.
Sydney Susan Hart
153
09/06/20 at 1:21PM UTC
It is time to fire the manager ASAP!
Patty Gross
200
09/06/20 at 12:55PM UTC
Without knowing the full story, it's hard to say. Have there been job actions or threats of them happening? Was there the statement with a warning that included termination of employment? Were any of the things on the second review the same as on the first one? Although I know that performance reviews are supposed to be confidential, are any other employees complaining about the negativism?
I used to work for a company that REQUIRED negative feedback on the performance reviews and only had one item on the performance review form: Areas of improvement. The thought was, the praise and "good job" accolades were things that were probably continually happening, and if there were too many of them on the review they would overshadow the areas that were needing improvement. I.e. we only read the good, we "gloss over" the bad. Personally I thought it was a high school football coach's mentality on how to motivate a team, and that really doesn't work either (If you tell them "you are doing good" they will slack off, but if you tell them they "stink" they will try harder). I also think it backfired, because some of the feedback I got, even when they were told through the ranking system we were also required to use, that they were a top performer. Some of my best performers left because they were afraid they were about to be fired. While it is a good thing to be prepared in case the worst happens, you may just be caught up in a corporate management culture that is both toxic and abusive. I would suggest you ask to have a discussion with your manager, and see if they will talk to you about it. If they are planning any lay-offs, that's likely not something the manager will disclose [or perhaps not something he even knows], but unless there was a threat of termination, it is unlikely that you are being set up to be fired. Personally, I find it challenging, if not impossible to perform well in that type of environment.
Elise Pilkington
261
09/03/20 at 3:28PM UTC
I am so sorry. I agree with others who say it sounds like your manager doesn't like you. I've been in your situation - if this person can't criticize you in one way they will find another. If you aren't discouraged about the company and want to find a way to stay, here is a suggestion. Make sure you don't retreat into your shell, continue to work on improving and reaching out to other employees and managers. Do your best to be helpful and lend a hand where you can. It is possible to have your work recognized as valuable by another manager even while working for one who isn't supportive, which can lead to a change in who you report to. BTW, I wouldn't blame you if you've had enough of this and just want to find another job. It's difficult to think well of a company that enables poor management. Of course that might be difficult right now. Best of luck to you.
Anonymous
09/02/20 at 8:59PM UTC
Long term: seems like you will have to switch jobs because your manager doesn’t like you. Long term could be 3 months.
Short term: Try to give superior quality output and more importantly - report your good work to your manager’s manager. Also try to have coffee chats with people in the department. It’s harder to fire someone if their work is visible and they are well-connected.
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