The company I work for requires employees get quarterly reviews from their manager.

Anonymous

August 29,2023 at 2:54AM UTC

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The company I work for requires employees get quarterly reviews from their manager. I did not receive a review in April or July. This is against Human Resources policy. I sent an email to my manager in April and July requesting a review.

Because I did not receive a review, I was not given guidance on how to meet a developmental goal.

I reached out to Human Resouces to request that development goal be put on hold. Human Resources reluctantly agreed to put the goal on hold.

Will my manager get in trouble for not following Human Resources policies? I believe she neglected giving me the reviews so I could get a poor annual review since the development goal was not met.

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AnonymousAugust 29,2023 at 2:05PM UTC
That all depends on your company's policies. HR would certainly have record of you NOT having quarterly reviews and this should NOT be held against you. That said, I think you should take initiative to explore personal development opportunities that benefit yourself AND the company, including anything that was assigned at your last review. When your annual review comes around you should cite these accomplishments. Any certificates should be submitted to HR for your record. I might also consider searching for a new job.
AnonymousAugust 30,2023 at 12:46PM UTC
It is up to HR to address the manager's not giving timely reviews but it is YOUR responsibility to make a plan for achieving your developmental goal regardless of whether reviews were held. Research your topic online, look into seminars or classes to help you get started. Ultimately, you will receive a poor annual review if for nothing else, being complacent and unmotivated to improve your skills and abilities without hand-holding. Seek HR or another mentor to help in identifying company sponsored training or tuition assistance. Any knowledge or skill you achieve would better your position at your current company and may also prepare you for your next position at a new company. Get busy!
AnonymousAugust 30,2023 at 3:04PM UTC
Unfortunately, the developmental goal required that paperwork be submitted by August 1. I found out about this deadline when I asked my manager in late July. Since I never had quarterly reviews I did not know about the deadline.
I reached out to the work committee who oversees this goal and asked for an extension but it was denied. Human Resources agreed the goal would be put on hold.
AnonymousAugust 30,2023 at 9:57PM UTC
HR should hold the manager accountable for what is going on. If you are getting reviews and increases based upon certain achievables and the manager is not doing their part you will be held back so yes make something of it. You don't have to do it rudely but let HR know your goal is to do your best for the company and yourself and that you need the managers support to do so. Especially if you spoke to the manager directly and they chose to do nothing.
maria roseAugust 30,2023 at 11:39PM UTC
It sounds like a misunderstanding of what you expect to receive as a quarterly performance review versus what is actually occurring. Your immediate manager in charge of you has probably been completing quarterly checklist (which the company “labels” performance reviews) where you were expecting to receive a one-on-one detailed session review on your performance ( with emphasis on criteria needed). Unless your position with the company is a key decision maker role there really should not be great emphasis on your performance unless you are not fulfilling basic job work requirements or your work needs to be improved or changed drastically because of job requirements changes. Development goals are only discussed in yearly performance reports and reviews and that’s when you are given the evaluation of your performance and guidance to improve or develop your performance in certain aspects of your work skills. I am getting the impression that the yearly review is based on your performance level at each quarterly stage. And I have a feeling that you can see your results In performance by reviewing the quarterly reports yourself, which you should be doing and then asking your immediate supervisor if they have any feedback to share with you. It seems that the development goal is more your responsibility to achieve then the expectations that your supervisor is supposed to get you to achieve the development goal. Instead of looking to blame your manager for not achieving the expected goal at the August 1st deadline, you should be focusing on achieving the goal in the new timeline regardless of feedback review. You don’t control the process of downward communication from the company corporate but you are in control of the upward communication process in showing your results. You must have some form of communication mode from your immediate manager which means you can ask them questions directly. I am assuming that you have worked with this person before the quarterly reviews were started for you to suddenly question not getting any until 8 months from the beginning of the year because you received none and it’s now almost the third quarter of the year.
AnonymousAugust 31,2023 at 2:11AM UTC
Had I been advised by my manager of the timeline to submit the necessary paperwork for the developmental goal, I would have received a raise and a promotion.
It is too late to submit the paperwork for this year and I need to wait until next year. My manager deliberated avoided giving me quarterly reviews. Per the Human Resources guidelines, quarterly reviews are to last 10-15 minutes with each employee. The review is to go over goals.
Two emails I sent to my manager regarding the quarterly reviews went unanswered. I believe my managers goal is to make me look bad during my annual review so I could be laid off.