I just received my review and was stunned to find that I received an "Improvement needed" rating, which will results in no raise, less bonus and less allocation of stock.
Half of the comments I had no idea what my manager was talking about; the other half were full of inaccuracies. I had a mid-year evaluation with her which went well, and my colleagues had nothing but good things to say about me.
A bit of context around my manager- she is no longer my manager since I transferred to a new group last November. But because of timing, she was the one who completed my performance eval. I only reported to her for approximately 10 months, as she inherited me after my other manager left. She had no expertise of what it is that I did and did not understand the trials and tribulations of my job. Her management style is archaic and one that is shaming, and lacking any empathy her direct reports.
I have scheduled a call with HR to find out about how I go about disputing my evaluation. I have not reached out to my ex-manager yet, since I wanted to talk to HR first.
Has anyone been through anything similar and/or have any advice on the best way to approach?
Thanks!
8 Comments
8 Comments
Valerie Boyce
44
Human Resources
02/24/21 at 2:25AM UTC
You should ask for supporting documents for any rating that is less than satisfactory. It's time to keep a side file on your manager. HR may only allow you to respond to it and they will attach your rebuttal to the review. I also have not signed a review that is very "subjective".
2
2 Replies
Shinesa Cambric
27
Cybersecurity & Identity Governance Architect
02/24/21 at 3:37AM UTC
I would suggest to also have supporting documents that show you DID perform at the expected job level and especially any emails or documentation where someone thanked you for the work you did or that can demonstrate how you successfully completed a goal or project.
2
1 Reply
Lisa Lawless
16
02/24/21 at 8:12AM UTC
Thank you. You reminded me that a colleague did reach out to my new manager to pay me a compliment, so I will definitely share that with HR.
Reply
Lisa Lawless
16
02/24/21 at 5:57AM UTC
Thank you!
Reply
Vicki Yang
25
Lead with curiosity.
02/24/21 at 2:25AM UTC
I've been in HR for 15+ years and ran performance management processes at large companies. If you reported to her for 10 months I'd probably say that should be enough time for her to be able to assess your performance, assuming that's within the assessment period for the review. So I don't know if that's an argument you'd want to use. I'd focus more on the inaccuracies and have data and facts to back it up. If she also never gave you the feedback ahead of the review, that's another miss on her part and not okay and something to bring up with HR as well. If you have feedback and other data to show that you met or exceeded the expectations of your role that will help too. One exercise to potentially do is to get the expectations for your role (if you don't have that the job description might be your next best thing) and then outline what you've done to meet all of those expectations.
1
1 Reply
Lisa Lawless
16
02/24/21 at 8:11AM UTC
Great ideas, thank you. I went through all the comments on my eval and made my own notes, highlighting the various inaccuracies, etc. I did keep weekly notes of my accomplishments that I will share, along with emails between her and I.
Reply
Dawn S. Cross
826
Goals should scare a little & excite a lot
02/24/21 at 2:47AM UTC
I want to make sure that I understand. The person who gave you the review is no longer your manager.
If this is the case, depending on how your relationship is with your current manager, after speaking with HR, you may want to speak to your new manager. Make sure s/he know that you are an excellent employee and that this review is in no way reflective of your work.
Going forward, take time weekly to track what you do. Make sure you set tangible goals for yourself and track them. Then when you have your next assessment, you will be prepared.
Reply
Lisa Lawless
16
02/24/21 at 8:37AM UTC
Yes, that's right. My current manager is unable to evaluate me since I have only been on the team for a short time. I have communicated to him that this evaluation is not an accurate representation of me or my work, but I feel that unless I can get it changed, it is going to follow me and leave a stain. Thank you for your reply!
Reply
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