I recently had my one-year performance review and received a 3/5 rating.

66 Comments

1. Alexis GladstoneMarch 14,2023 at 12:02PM UTC

   Your mother is right. Many organizations have guidelines for managers, limiting the number of high ratings they can give. They try to keep things to on a bell curve.

   Google is also right. 3/5 is usually considered a solid performer, doing a good job with what is required. Many managers have a mindset that when you are in the first year of a job, you are still learning and so are a "3."

   I would be curious about the item what was on the copy you first saw but not on the final version and personally would want to ask my manager about it. I once had the opposite happen to me. Something that wasn't discussed ended up on my final review. I went to HR about it but nothing was done.

   Here is what else I would do. In your next one-on-one meeting with your manager, ask them what you need to do to show that you are are 4 or 5.

   Don't be too hard on yourself. It's easy when you are an overachiever to get caught up in the numbers. Work on learning and growing, and taking initiative. Don't be afraid to share your successes with your manager throughout the year so that your accomplishments stay on their radar.

2. AnonymousMarch 14,2023 at 12:36PM UTC

   Not everyone is a 5, exceptional, etc. Yes. Listen to your mother. Ask your manager where that sentence went to as you're not seeing it on the presented review. That's okay to do. Most people will land in the 3's, if that's the median in scoring, and that's ok. What you have is a chance to take that 3 and provide measurable growth for the next. Your pov is important, your learning curve is too. Leave Google out of it, they're not involved.

3. Amy Carissa OliverMarch 14,2023 at 12:57PM UTC

   A 3 means that you are doing your job as required. This is not a negative sentiment from your supervisor. However, you've pointed out to us that you are an overachiever and so have always received above-average ratings in everything, so it's natural when you have this type of personality to be taken aback by a 3.

   In a workplace review that is ranked 0-5, being ranked a 0-1 means that you are not doing what is asked of you, a 2 means that you may need some coaching, a 3 means that you are doing what has been asked at the level of success required for doing your job, a 4 means that you are growing and starting to excel outside of your role, and a 5 means that you are excelling well above and beyond your position.

   If your job is to, for example, be a financial assistance who catalogs invoices and conducts data entry, doing this work every day and not making mistakes is the bare minimum for success. If you are doing this, you will receive 3s on your evaluation. If you have been rather efficient and your boss has started to offer you some small additional tasks to test your growth, you may receive a couple of 4s and the rest 3s. If you found a major accounting error from a vendor while doing data entry and saved the company a million bucks, you're probably going to get a 5.

   Now, that does not include those areas in your review where no one gets a 5. Did you adhere to company policies? If yes, you get a 3. You can't overachieve the requirement to follow company policies.

   If you disagree with your supervisor's assessment that you've achieved a 3 somewhere when you think you deserve a 5, you'll need to come to that discussion aimed with multiple firm examples of how you have excelled above and beyond your role requirements. The key is multiple. Unless you saved or earned the company a million bucks, most achievements are too small on their own to merit an increase in evaluation.

   Here's a good example from someone I managed in the far past.

   Gia was a social media coordinator. Her job was to post regularly to the client's social media accounts, and increase the yoy growth by 11% in her first year. She was also supposed to post one video per week.

   Nathan was also a social media coordinator with a different client. Same exact job KPIs.

   Gia did exactly her job almost to a T, achieving one video per week and 12% YOY while posting 7 posts to each social account each day of the week. She received a Satisfactory 3 rating on her review. She was pretty upset when she heard (because everyone talks) that Nathan received a Superior 5 rating on his review because they have the same job and she did her job. The thing is, Nathan had increased his client's YOY by 27%, had posted 15-20 social posts per channel each week, and had been creating and posting at least 5 videos per week. He probably would have received a 4, but on top of this he had also volunteered to take on mentoring young incoming staff, and since he started providing these lessons, 5 social media assistants had experienced tremendous growth in their roles.

   A huge thing I need to say to you is that: You're never required to go above and beyond your role. That is a choice you can make, but it will result in 3s. That's again, not a stab and not a criticism from your manager. It is your manager saying, "you have done the job you were hired for and done it to the expectation we provided."

   As a servant leader, I take the time to write down a lot of things I notice my team doing that are above and beyond their role duties and expectations. By doing this for someone who is very shy about talking bout their achievements, I took them from a low-level contributor to a managerial role that they both wanted and deserved in less than two years.

   But I also encourage my team to do that for themselves because I'm not perfect and I won't remember everything. I encourage you to do this for yourself. If you have contributed well above and beyond your role and deserve the 5, then write down your accomplishments and talk to your supervisor. If you haven't earned the 5, but you want to, talk to your supervisor about what it takes to get there and then make a plan.

4. Megan ConkleMarch 14,2023 at 1:12PM UTC

   I always tell my staff that a 3 means you're doing well and getting your job done. The deficit can feel like a failure, but 4s and 5s are usually reserved for people who are absolutely going above and beyond in their role. I can count on one hand how many 4s and 5s I've given during evaluations-- usually for people who have taken on special projects or have stepped out of their role to go above and beyond.

   If you're interested in ways to grow and build on this, consider having a conversation with your supervisor and asking what areas they see in you for growth potential.

5. AnonymousMarch 14,2023 at 1:20PM UTC

   As noted, 3 means you are meeting all job expectations and fulfilling your responsibilities.

   To qualify for a 4 you would need to over perform and exceed your job expectations.

   To qualify for a 5 you would need to deliver exceptional work far and above your current responsibilities. (in my opinion if you are earning 5's, you should be promoted asap).

   I would ask your manager what you would need to do to earn 4s. Are there skills you need to develop and responsibilities you would need to take on. The more you understand the expectations the better you can grow and increase your performance.

6. AnonymousMarch 14,2023 at 5:21PM UTC

   Promote me! I just gave myself all 5s in my self-evaluation. Haven't gone over it with management yet. That should be an interesting review, since they only started midway though the year so almost everything I wrote about will be new to them.

7. AnonymousMarch 14,2023 at 5:53PM UTC

   We all give ourselves all 5s.

   That's a no-brainer. So that's a difficult discussion to have. You can start by drafting a new job description based on what you are actually delivering in the "5" category and be able to measure those deliverable's impact on the success of the department/ company. With that new job description supply your new title and expected market value increase.

   Now understand that just because you see your performance at a "5" does not mean management will agree that yiur efforts were warranted and delivered. so do your homework and be able to backup your claim with consistent facts and quantifiable examples to support the claims. Remember, delivering excellence within your current job description counts as a 3 because you are meeting your expectations well.

   Good luck. If your presentation doesn't result in an immediate promotion, you should at least make a strong case for that promotion next year.

8. AnonymousMarch 14,2023 at 6:25PM UTC

   I'm not sure we all give ourselves 5s, but we should.

   I hadn't thought about drafting myself a new JD because that is not how they do it here (giant convoluted must go through many approvals HR system) but a good idea. I could also reference another JD at the company as what I am doing.

   I have a long bragg list I keep. It's my great reference for writing my evaluation and one I can use when talking to management. I don't know if they will match my 5s, but I know I have a good case.

   Thanks!

9. AnonymousMarch 15,2023 at 2:48PM UTC

   We do a 5 point rating system on reviews. A few years back, my boss gave me a 3 on something. I asked her what I could do to bring that up. She then just laughed and said OH, it's a 5 then. No need to do anything else. Now, each year at review time, she says, no kidding. "I gave you all 5's to make you happy, since that's what you like."

   It drives my hubby CRAZY. If she thought I was at a 3 (which to me is a B or a C) why not give me a suggestion of what I COULD be doing better?

   I'm already a department head, so nowhere for me to go with all 5s.

10. AnonymousMarch 14,2023 at 8:14PM UTC

    Original Poster Here: Thanks so much for all of the feedback! I truly appreciate it. It sounds like the consensus is: A three is a good, solid score. But if it's important to me to work towards a 4 or 5, then I should have a conversation with my manager about how I can do that. Likewise, if I feel like I have gone above and beyond or been exceptional in my role, then I should have a conversation with my manager about that too, accompanied with evidence.

    To give a bit more context: It was a glowing review and was even worded to say that I went above and beyond my job duties and have taken on a number of additional tasks (completely outside of my scope of work) without delay or complaint. My manager even recommended me for promotion (although they have been recommending promotion since my 90-day review). Additionally, my job recently changed the timing of its performance reviews so that everyone gets their review at the same time every year around November. In that review, I received a 5. Since I hadn't actually been there a full year at the time of the November review, I still had to do this one at my one-year mark. Now my rating is a 3, yet none of the language has changed. In fact, the language is even better. The only difference I can see is that my manager reviewed me alone in November but reviewed me with another manager this time. That person gave me a glowing review also.

    A part of what's bothering me is only one metric had language that supported a 3 rating, and that metric is what I mentioned disagreeing with in the original post. Using the social media example someone else included, my manager verbally mentioned a social media campaign that started and ended before my tenure, saying that I wasn't there for it, so they couldn't give me high marks instead of marking that as N/A, which some other sections were marked. For the social media campaign I have been working on, I have been posting multiple times a day on all platforms, getting tons of engagement, and driving sales. I explicitly wrote all of this in my review with evidence but none of that was verbally mentioned. Again, when I received the final written review, that section was also glowing, but I feel like the verbal feedback was still reflected in the written score. There are other factors too, like being compared to another employee who started at the same time as me (It was previously implied that I couldn't get promoted before now because that person hadn't shown readiness for promotion yet, and we should get promoted together since we started together).

    Final thoughts: I was set on saying something to my manager. But after hearing feedback here, combined with the written review that was given, I may not. I will need to think about it a bit more. Overall, it's hard for me to advocate for myself sometimes, and I often work hard without notice from the broader team. Performance reviews and one-on-ones are important for me to intentionally advocate for myself and really speak to all of the work I'm doing that isn't regularly applauded, noticed, or attributed to me. My manager does sometimes make it a point to acknowledge my efforts to the team, but I of course, have to work on doing that more often.

11. Paulla Fetzek, MSEdMarch 15,2023 at 1:01PM UTC

    I so appreciate what you're saying regarding the "above and beyond". Three is a great score indeed. I don't know that you'll ever get a 5/5 overall - this is difficult for anyone and most companies won't give that score as it may imply you then have no room for improvement.

12. AnonymousMarch 16,2023 at 4:02PM UTC

    At a previous management position, when I had to review my 20 person staff, I was told by HR that no one gets a 5 or a 1. Every review had to be 2, 3, or 4 and even the 2s and 4s had to be strongly justified. 3 was what was expected of every employee. 2 meant you needed to be put on a PIP. 4 meant you consistently went above and beyond and everyone was aware of that.

    I think you can feel good about your 3 - but always ask your manager for ways to improve. Make sure they know that your goal is to help the company succeed, and ask for ways you can contribute to that. Even if you got a 4, there are always ways to improve, grow, and learn.

    Also - in my most recent positions, I have kept track from day one of all of the additional things I have done. It is easy to forget about them during the year, but if you keep track, you can bring them up in your review and 'sell' yourself - just like you did in your interview. Did you attend workshops or conferences aimed at increasing your knowledge of how to do your job better? Did you create a new program or a more efficient way to accomplish your work? Did you directly or indirectly help increase profits? Did you increase your social media presence - and by how much? It is always good to keep track of the data to use to advocate for yourself and to boost your appreciation by the company. And make sure they know that, while you would like to personally do better on your next review, your main objective is to create success for the company.

13. Laura BradyMarch 15,2023 at 3:46PM UTC

    You have gotten some good feedback on how the ranking system works, on this thread.
    I agree, a 3 is typically good - consistently meeting expectations.

    The challenge I see is more around the fact that you did not know this. Not that you would inherently. But your boss, your company, HR, etc should make it evident how these ranks are done and what they mean to indvidual contributors. All too often, organizations do not communicate this effectively. Individual contributors are not well versed in how these rankings are done at organizations and therefore can often be a de-motivator vs a tool to use as a motivator. Leaders often overlook the impact these rankings have on an individual and they are left to wonder/worry/ask 'what more could I do?'... when in reality they don't necessarily need to do more. They are doing just fine.

    Here's how I see it on a 5pt ranking system:
    1 - one should be managed out or put on a PIP. Very few people should be in this category as this shouldn't wait until review time.
    2 - demonstrates inconsistent behaviors, output, productivity, etc
    3 - Most should fall in this category. Consistently meets and sometimes exceeds expectations of the role.
    4 - Consistently exceeds expectations.
    5 - walks on water

    Note: at most places, you do not have to be a 4 or 5 to be promoted, but there are usually HR policies against promoting someone who is below a 3.

14. AnonymousMarch 15,2023 at 4:22PM UTC

    At my prior institution, they really wanted us to strive for an average of 3/5 as being a "good review." I found that 3s didn't fly well with my colleagues/employees and as a whole the instiutional average was in the 4s, much to HR's chagrin. In a world where Cs in school were not considered good, assigning someone the numerical equivalent of a C doesn't feel good to them and employees tend to feel undervalued as you do. I assigned 3s when the job got done but no more effort was exerted than "meeting expectations." Fortunately for me, most of employees consistently went beyond. No way was I assigning 3s because HR wanted more 3s.

    It's good your manager removed the non-applicable part. You could ask if there are metrics. Otherwise, ask what would make your performance a 4 or a 5? How can you improve?

    My husband worked for a Fortune 100 company where 1 was the best, 3 was the worst, (with plusses and minuses to distinguish). There was a hard cap on "1s" and very, very few achieved that. He was a star employee and typically got 2+.

    So it may just be your company's way.

15. AnonymousMarch 15,2023 at 5:58PM UTC

    I managed an organization where employees were ranked in order one through the number of people in the group. The crazy part was that they were told their ranking number the first year they did it. It got such backlash from numbers 2 and 3 that they switched to telling the top 1/3 that they made the top 1/3 of the group, and the rest got their number. The one thing that this did was provide transparency. It is rather brutal, but like it or not, all companies do this. Most do not tell you. Consider that if you look at it like a bell-shaped curve, you are most likely in the middle of the pack, with as many ranking higher than you as lower than you. Since you are new, you are probably being ranked against others with more experience, so I would consider this a good rating. As a former manager using a rating system, have your manager explain the system to you 1:1. I also agree that you should ask what it takes to get a four or a five. Generally, in your first year, to receive a five would be like doing a"leaping tall buildings in a single bound" type of performance.

16. AnonymousMarch 16,2023 at 12:44PM UTC

    This is a great explanation. I was told by a former manager that he had never given a 5 in the 1st year of employment. It sends a message you have mastered what there is to learn in your current role with no room left for growth. It doesn’t mean you’re not doing an excellent job.

17. AnonymousMarch 16,2023 at 12:18PM UTC

    If you're not in the banking industry and not sitting in the lowest 10% you're safe from being culled.

    3/5 rating may not feel the most satisfactory, but if there's a job matrix available for your role, it'd be good for your Hiring Manager and/ or HR to explain this so you know what the development or knowledge gaps are for you to work on and thus next time receive a higher rating. Or, if you are hitting the stated competencies and behaviours, to challenge them with your Hiring Manager/ HR!

18. Molly GreenwoodMarch 16,2023 at 12:19PM UTC

    Do NOT express concern, this is what they want. It’s a power dynamic. They KNOW your an over achiever and want to gaslight you into thinking your not good enough. This sounds bad but it’s just the way it is. People are not on your side if your competent and hard working. They’ll create problems whenever they get a chance. Look at our world. All the peoples fault and most of it is unnecessary

19. AnonymousMarch 16,2023 at 3:47PM UTC

    wow - that is a harsh and negative reply!

20. AnonymousMarch 16,2023 at 12:20PM UTC

    Every corporate job I’ve ever had gives people 3/5 at a performance review. It was explained to me that an enormous amount of effort has to be put in (meaning extra time at work, etc) in order to achieve even a 4/5. The 3/5 means you’re doing what they expect and need and it gets you the cost of living increase in pay.

21. Heather BinghamMarch 16,2023 at 12:20PM UTC

    Firstly, your mother is right; organisations, especially if they are larger, do balance out the ratings as she suggests. Furthermore, in times of economic hardship, they do reduce the 4s and 5s, whether or not it has a financial impact, for safety. Following on from that, many organisations have an unwritten rule that they do not give to new joiners at their first review more than 3/5, which usually means "Good". This does not go against the new joiner in the way you might suppose; if they start with 3/5 and then continue on an early excellent trajectory, by the time the second review rolls around, they are even more likely to get a 4 or even a 5, than if they got a 4 previously. Your manager would probably have had to stick their neck right out to get anything more than a 3 for your first review, but at the second it will be much easier for them to persuade their colleagues that you are actually Very Good or Outstanding.

    Your manager sounds like a decent sort; they have accepted that some of the feedback wasn't fair, because it has been removed from the write-up. There doesn't need to be a song and dance about this - you spoke, they heard and they acted. That sounds very fair to me.

    In short, do not sweat getting 3/5 in your first review and do not allow yourself to be downhearted. Just keep doing what you're doing and if that means you get a coveted 4 or 5 next time around, you'll know that you have really deserved it. In the organisations in which I've worked, a new joiner has had to walk on water to get a 4 and one or two have not fulfilled early promise, so 3/5 with amended feedback really does sound like the best outcome.

22. AnonymousMarch 16,2023 at 12:26PM UTC

    Learned the same lesson, when I got my first job in corporate it was like that, I was always above average worker and got bonus and raises every year , once in corporate an average rating.I doubt alll companies are like it but the majority are they do t want to give out large raises and there are only so many promotions to go around , it’s. A shame because honestly I wanted a raise but I would rather be acknowledged for te extra work and hard work I put in raise could have stayed the same it was the acknowledgment of the hard work I wanted and honestly if the raise was the same for a four as a three who would really know ? I wouldn’t have

23. AnonymousMarch 16,2023 at 12:47PM UTC

    Sigh, my employer is changing the review process this year and it is more reward based. BUT they will only rate a certain percent of all the employees as excellent. That means, if you meet the requirements of the job, you get the same COL raise as everyone else. IF you are outstanding, have a ton of paper backup, then you are “eligible” for an additional percentage raise. BUT, all the OUTSTANDING reviews go before a committee and the committee decides if each person is eligible for an additional increase. Keeping in mind that only about 10% of all the employees across the board can be deemed OUTSTANDING. Way to keep employees. Whenever a company goes to this method, they lose a lot of high-achievers.

24. KristenMarch 16,2023 at 12:47PM UTC

    When I was at my former job, I got a 3/ 5 on mine but my boss strongly affirmed to me that anything above a 2 was doing a great job. So I’d say that if you got a 3 you’re probably doing something right.

25. Deborah WilsonMarch 16,2023 at 12:49PM UTC

    I, myself have been a life long over achiever. But I've learned in my working years, that more than a satisfactory score would require a Higher pay raise. And so a satisfactory mark to give you a raise to their standards and to keep you sifted, so to say. Even though you have went the extra mile, it will always be just...... satisfactory.

26. Carmen HonackerMarch 16,2023 at 12:59PM UTC

    The truth is, you will hardly ever get a score above 3. A 3 means you met all expectations and exceeded some. In order to get a 4 you need to have exceeded all expectations and been above in all parts of your job. A 5 is only given if you should actually be promoted.

    Do I agree with this? Absolutely not, but this is how it has been explained to me over and over and this is the rule I had to follow when evaluating my teams as a manager. Granted, I broke the rules at times, but usually that is not possible, because rating dictates your salary increase and each manager gets only a certain amount for his department that has to be shared. So if the company rule is that a 4 gets a 5% increase, while a 3 gets 3%, the question comes up if you have enough to go around for your entire team - especially since the majority of them self-evaluate at 4 or 5.

    Again, not my rule and I hate the system, but this is how it usually works

27. April LineMarch 16,2023 at 1:00PM UTC

    You could just ask about the ratings structure, right?

    A lot of these responses are assuming facts not in evidence.

    If you have a good relationship with your manager, just ask for clarity--even explain you've always been an overachiever, so you're just wondering about the rating. You can also remind him you're new to the corporate world, and this is your first time getting a non-academic rating (or whatever the case is).

    Don't be combative or defensive, just curious.

    Probably your manager will explain it and you'll feel better. That will also be great practice for difficult conversations which, as you move up in an organization, are absolutely going to be part of your life.

    You could also consult the employee manual which almost certainly contains more information than you currently have, even if the methodology behind a subjective ratings system is intentionally vague or absent, you'd probably find a starting place for a conversation with your manager in its pages.

28. AnonymousMarch 16,2023 at 1:02PM UTC

    The goals the way they weigh into reviews and the ratings are typically not above 3 , to someone else’s comment. Yes higher pay would be required but also no one‘s excellent so if you’re a five you’re perfect and employers don’t believe anyone is perfect. Therefore they can never give you that higher score because there’s always room for improvement, but I do agree if you’re compensated well, and your boss is happy with you take the three

29. AnonymousMarch 16,2023 at 1:05PM UTC

    As a manager the way I rate employees is:

    1 - Unsatisfactory: This is someone who consistently underperforms. If I haven't started a Performance Improvement Plan yet, this grade means I should start it immediately.

    2 - Needs improvement: Covers most of the requirements for the job, but still has a few things to learn. I would give the employee examples of areas where improvement is needed and ask them what they need in order to improve and help them get the necessary training/support/etc. to change the grade on the next review. I may start an informal improvement plan if the employee has been performing at a higher level in the past.

    3 - Good: The employee meets all the requirements for the job and I have no concerns in regards to their performance. It is a very positive grade. Here ( and on the higher grades) we can already talk about future career development if the employee wants to expand therir skills and career beyond their current role.

    4 - Very good: The empoyee exceed expectations for the role and regularly goes the extra mile.

    5 - Outstanding: The employee not only exceed expectations for the role and regularly goes the extra mile but has been recognized company-wide or outside of the company for his/her contributions.

30. Karen Annette DossMarch 16,2023 at 1:06PM UTC

    I've had a couple of instances in which I have received the equivalent of 4s on most criteria, but dropped to a 3 on one or two items that really weren't applicable to my job to the same extent as the other criteria. Similar to what others have said here, it was explained to me that rating me lower on a couple of nonessential criteria allowed my boss to show that I had improved in subsequent reviews when those 3s were increased. If I was you, I would wait to see what happens during your next review and spend the time until then observing and learning how the system works in your organization.

31. AnonymousMarch 16,2023 at 1:08PM UTC

    At my previous job the highest rating was reserved for when you were getting a promotion. It was how it was justified for hr purposes. Sort of, here is how ot was earned. Also, they have to give you room to improve and grow. They are not gaslighting you or keeping you down.

32. AnonymousMarch 16,2023 at 1:10PM UTC

    Write a note on formal company letterhead very calmly and professionally explaining that you request a re-assessment given that you were rated on (be specific) and that is not part of you job tasks. In the re-assessment you would like them to either exclude the assessment of (be specific) or explain why this was included in your assessment. Then add something like you appreciate the feedback particularly about (pick something they liked) and look forward to implementing the suggestions included in the assessment that were part of your job. Then place this letter with your supervisor and company HR. Documentation is important.

33. AnonymousMarch 16,2023 at 1:12PM UTC

    It’s also not true that assessments don’t go above 3, as one respondent has stated.

34. AnonymousMarch 16,2023 at 1:24PM UTC

    For my company, a 3 designate 'meets expectations' and is considered pretty standard. You've done your job as expected which is a good thing and is what I as a manager am asking for. I don't look at a 3 score as anything bad, it means my team is taking care of the day-to-day job duties. Sometimes there may not be opportunities to go 'above and beyond' so I do not look at it as a penalty if my team is not able to have those extras.

    My company doesn't limit how many 4 or 5s we can give but there does have to be justification for it, i.e. a coworker going out of their way to fix a problem or get involved in a project that is maybe outside their comfort zone.

    I don't know that I would worry too much about the parts not included in the review, Down the road those unrelated comments will not be available for others to see so at most, maybe take note of what was mentioned and watch for opportunities to grow in a more general sense. If you are feeling unsure, talk to your manager and they should be able to help you narrow down the areas to look at.

    I know some managers may seem like they are always looking for something to be negative on or point out as a flaw. I try to approach it from the standpoint of I see opportunities to learn and grow but at the same time I try really hard to make sure I am recognizing and acknowledging all the spaces where my team members are successful.

35. AnonymousMarch 16,2023 at 1:24PM UTC

    I was just in a meeting where we were told how to fill out the annual performance reviews. We were told only 10% can be above average, 80% are to be average and 10% are below. This has been the same at the last two companies I've worked.

36. AnonymousMarch 16,2023 at 1:33PM UTC

    I agree with other commentators - a 3 is a "meets all job expectations" score. Its basically 100% out of expectations. Scoring a 4 would be "this individual went 110-120% above expectations" and a 5 would be "this individual went 150% above all expectations" which is extremely hard to do

37. AnonymousMarch 16,2023 at 1:38PM UTC

    Unfortunately, it's not you, it probably the company "unwritten" policy. I recently join a company who also has a 0-5 scale, of which, I rated a 3.4/5. I too consider this to be concerning as I don't feel I'm an average employee. My supervisor explained to me, as well as the rest of the team, that she has been fighting with upper leadership for years on this. She consistently rates higher on the scale and upper leadership consistently lowers the marks. A "4" or above is considered a promotion here as it tracks to percentage of increase in some way. My supervisor has assured us that we are well within, and most times above, the standard company ratings and she continues to message that these ratings are not incentivizing.

38. KarenMarch 16,2023 at 1:38PM UTC

    As others have said, at many companies (including my current and previous company) a 3 is a good rating that says you're meeting expectations. Higher ratings are for times when you go above and beyond the call of duty. I too had trouble adjusting to that at first, but I learned to focus more on the feedback and coaching I receive during my reviews (and throughout the year). That's the more important and will let you know if something is wrong. Don't worry, you just have to get used to a different scale after years of schooling where you're always striving for the top grade. Now I know the years where I truly expect (and receive) a higher than average rating are when I've gone way above and beyond my normal duties. It takes awhile, but eventually someday you may even feel comfortable giving yourself a 3 in your self review when you realize that not all years are as crazy busy/extreme as others.

39. Undefined LimitsMarch 16,2023 at 1:39PM UTC

    By all means question why you have the rating especially when it doesn't pertain to your position. They can't rate you on something that isn't in your role or your title. But when you do, make sure it is coming from a professional stand point not emotional.. Make sure you write down what you do and how you do it. This review also reflect your raise so don't stand for something that you know isnt right.

40. AnonymousMarch 16,2023 at 1:42PM UTC

    It would be best if you spoke with your boss to ensure you understand your review's full scope. I would ask them for a time to talk when you know they won't have to rush out for another meeting, if possible.

41. AnonymousMarch 16,2023 at 1:50PM UTC

    That seems a little harsh when she was only looking for an understanding of the process. I have some jobs where a 3 is good and others where it was not. There is nothing wrong with her asking, it is part of being a grown-up.

42. Ashley RichardMarch 16,2023 at 1:50PM UTC

    There’s nothing wrong with politely asking for clarification or a deeper explanation of the review process and scoring system. Have the kind of day you deserve.

43. Vaishali Bhayani ShahMarch 16,2023 at 2:02PM UTC

    You should briefly, but clearly and assertively mention your disappointment and the reason for the same at an appropriate time and when he/she is alone. This will ensure two things - One that the chances of the same thing happening in the future are greatly reduced and two you will feel good that you did your own duty towards yourself. Hope this helps. All the Best!

44. Terrie McWhorterMarch 16,2023 at 2:15PM UTC

    A 3 in government standards is fully successful. Then excellent (2) and outstanding (1) I have been with the government 20 years and ratings can be very subjective. As an over achiever like you, a 3 to me means I did not do well. We have to get over that feeling of disappointment. But let me tell you, it is best to speak up to the boss and tell them that you are not happy with your rating and why. Best of luck

45. AnonymousMarch 16,2023 at 2:21PM UTC

    Since you are a first gen professional and it may be your first year's review at that company, you may just approach this from the angle of learning how reviews work for that company and allow them to explain. At that point, you need to assess whether you agree with the review or not, and gently explain why. If their answer has merit then ask them what it is that you need to do to get a 4 or a 5.

46. AnonymousMarch 16,2023 at 2:31PM UTC

    Usually a 3 means that you met expectations and sometimes exceeded expectations. Given that you've only been with the company a year, getting a 4 or a 5 would be really exceptional. In my past experiences, people that receive a 5 have mastered their role and are ready to move on to their next challenge. Every company is different...I've seen people really disappointed that they didn't receive all 5s on their review and it's not that they are "average" it means the company has set the bar high. Think of it this way - you may be a 3.8 headed for a 4 on your mid-year. If your feedback was all positive, I suggest specifically asking for some critical feedback so that you can get a 4 or 5 next time. Otherwise, they are saying you have nothing to learn and nowhere to grow because you're doing a perfect job (in which case you should be getting a 5, right?). And unless you get a 5, you always have something you can set as a goal to improve upon.

47. leah rileyMarch 16,2023 at 2:47PM UTC

    Honestly, I feel like a lot of companies do not give out higher than 3. It's a tactic I've seen used to enable them to low-ball your increase. I feel like nobody ever gets a five and if you do, they must really value you. And I am not a lazy worker either, and I don't recall a company ever truly appreciating what I bring to the table. That's why after my long term job of almost six years, I have not lasted more than a year at another company. I know they say there's so much stigma for it on your resume, but I'm over not being valued. I will go where I am appreciated

48. AnonymousMarch 16,2023 at 3:26PM UTC

    When I worked at the bank my manager told me no one was allowed to get a perfect score even though I was a top performer!

49. AnonymousMarch 16,2023 at 3:33PM UTC

    I’m just as confused by my last review too, and have started just dropping resumes where something looks appealing. I went from a large raise last year and all 5 points are plus or minus in our company to 3 pluses and 2 +\-. I was told I’m not “bringing the energy” as I was. With the pay raise I was placed on salary and this year money is tight. I’m thinking this maybe partly why but I’m also now working 6-7 days a week or 55/62 hours knowing it’s dropped me down to about a $12/hr job.

50. AnonymousMarch 16,2023 at 4:08PM UTC

    Could be a number of red tape aspects, but I have experience with the one your mom mentioned. I worked for a large corp who only gave a certain number of 5. The system that was designed to be fair was anything but. Even if I was Exceptional every year, I would not receive a 5 every year because "it was someone else's turn". Conversely, if someone truly wasn't Exceptional, they'd still receive that rating because it was their turn. I hope that's not the case in your situation.

51. Erica MitchellMarch 16,2023 at 4:15PM UTC

    Yes. My last place of employment could only give very few 5s and 4s. A 3 is good, don't doubt your performance. Take any feedback and apply it to continue improving.

52. Monica HoustonMarch 16,2023 at 4:33PM UTC

    You also have the opportunity (or should) to write in the comments box if it you want to ai

53. MandyMarch 16,2023 at 4:41PM UTC

    Assume a 3 is the equivalent an A- not a C

54. AnonymousAugust 30,2024 at 12:04AM UTC

    I like this comparison.

55. AnonymousMarch 16,2023 at 5:11PM UTC

    If the scale is 3 out of 5 you are average. 4's are usually for excellent performers who have gone beyond their job description and either mentored others or done something that reached outside of their department to influence another team. 5's are those who walk on water. If you don't agree to the things mentioned in the meeting definitely memorialize them in a positive way (don't shoot yourself in the head by being snarky) and refine things that might have needed some improvement within and make a plan to address. Feedback is never easy but hopefully if you work at Google you can add things that are beyond the usual to get a higher rating next time.

56. AnonymousMarch 16,2023 at 5:29PM UTC

    Assuming that on a scale of 0 to 5, 0 is you better start looking for another job and five is exceptional performance, three would be right on the target for meeting expectation. What is wrong with a 3? Especially since they gave you positive feedback in many areas. In my industry, productivity standards are common. I once had an employee get very upset that I only gave her three for meeting her productivity expectation, because she thought she worked hard. She certainly did, but her productivity still was at expectation. She never exceeded it. Why would I give her more than three? I’ve had people also expressed disappointment in a three when they show up to work regularly and on time. But isn’t that what you’re supposed to do? I’ll give you more than a 3 when you work weekends or pick up overtime if requested. Otherwise, your meeting expectation by showing up on time and doing a good job. Don’t take the three personally. It’s not meant to be an insult. And honestly, if you’ve only been working for about a year, I’m not sure why you would think you would need higher scores than that. I once had a new graduate do a self assessment and he scored himself as an expert in every area. That’s clearly not realistic, and certainly showed a lack of insight on his part.

57. AnonymousMarch 17,2023 at 3:36PM UTC

    If the company ties promotions and bonuses to these evaluations then it does matter. Is a 5 even feasible? What would it look like for a particular role to achieve 5s across the board? If, as you said, showing up on time every day is a 3, then what is a 4 or a 5 then, working early and staying late? Is that something the employee should be striving for?

    You could also analogize to school grades and say that the company views getting all As as “meeting expectations.” But most students would expect high grades to be accompanied by some recognition and also advancement to the next level because their diligence demonstrates their capacity and potential for more. The company saying they simply expect all As doesn’t mean they are being reasonable in assessing the effort or talent required to maintain all As.

    So saying that someone simply met expectations without articulating what excellence would look like is really not fair to the employee. It doesn’t help the employee to understand the actual quality or value of their work, nor does it give them insight into what the company is really looking for from them, assuming that a company would prefer an excellent employee over an average one.

58. AnonymousMarch 16,2023 at 8:32PM UTC

    This is common now. My job just instituted a new review policy which very good employees would only score a 3 on a 5 point scale. Number 5 is for superstars - people who go way above and beyond the job. The employer typically does not allow you to even do that because it would mean you are doing three peoples job. A three is basically what a 5 would have been a year or so ago here.

59. AnonymousMarch 16,2023 at 8:48PM UTC

    There is a lot of great advice in most of the comments below that I skimmed through. Two items I wanted to add, as I’m also a first gen professional and learning these things really helped me. First, performance evils aren’t like grades or transcripts. In many companies they aren’t looked at again or reviewed by future managers or other levels of leadership. Second, I highly recommend the book The Unspoken Truths for Career Success by Tessa White. It explains so much and the author’s TikTok account is full of great, immediately useful advice and strategies.

60. AnonymousMarch 17,2023 at 7:27PM UTC

    Agree with this. The only time those scores might be looked at down the road is if they were consistently below the expectation mark then managers might take that into account if the coworker was applying for another position.

61. AnonymousMarch 16,2023 at 11:42PM UTC

    To be honest, I haven't read through all 58 comments, but I've got a couple of thoughts. Yes, companies have a budget and can only give out that budge which includes salaries. So, that being said, more goes to 5, 4, then 3. That means they can only have so many in each category so as not to go over budget. I'd also check with my manager to see what I need to do to get a higher rating next time, that was missing this time, since they said you were a good performer (i.e., how do you move to be a great one). Good Luck.

62. AnonymousMarch 17,2023 at 6:09PM UTC

    My place only gives COLA, so if you get 3 stars or 5 stars, you're still just getting 3% or whatever it is. FT or PT.

    I'm always happy for any raise, lol!

63. AnonymousMarch 17,2023 at 7:31PM UTC

    You are not helpful. This is rude, disrespectful and has no business being on this post or even this website. Trash talking someone because they have concerns and questions just makes you look like a really horrible person.

    If you can't say something constructive don't say anything at all.

64. AnonymousMarch 17,2023 at 7:34PM UTC

    Well bully for you that you are SO together you've never had a question on anything you've ever encountered. So glad that you think you know everything and have done all your due diligence on everything under the sun so you'll never have concerns, questions or maybe need just a little reassurance.

    You are rude and disrespectful and have no business being in or on a professional site. Take your crummy attitude elsewhere. I certainly would never want to work with you.

65. AnonymousMarch 17,2023 at 7:47PM UTC

    Firstly, please do not say "I'm a first generation professional, so I'm not familiar"...the system of performance evaluation, etc changes all the time..Blue Collar and White collar/hourly and salaried alike.....and has over many years, professional or not. You are not any less than your peers, or us, in terms of understanding the system you're being evaluated by...you're the first person/generation to have a "professional role", but I guarantee you that not being able to understand this process has nothing to do with your family history. :) -- Now, with that being said...For an outstanding employee with ONE YEAR of experience, you'll probably get all "3's". For an overachiever, that feels really weird. I'm an overachiever too and the first time I was evaluated in a similar way/system, I was miffed. But a "3" means that you're meeting all objectives, doing your job just fine. They won't give you a 4 or 5 in anything (except for maybe perfect attendance), because they want to keep the proverbial "carrot" in front of your nose...they want you continually growing, improving, getting more productive, etc...And even though you're an A+ employee, you still have alot of learning and growing to do. So, the "3" score is expected at this time in your career. However....AS AN OVERACHIEVER MYSELF....I would add that every time you get a "3", be VERY CLEAR with your manager that you want to know 'HOW do I achieve a 4 or 5"...? "How does a person do better than a 3?"...and include that response in the assessment somehow, even if it means that you restate your goals for the next year, such as "My goal is to achieve a 4 or 5 in customer service, and I understand that to achieve this, I am advised that I need to get 90% 5 star ratings. So I will be working hard to achieve this" (this is a stupid example, but you see my point). Ask what you need to do to raise those scores, and then document this back in your "goals' for next year. And, I agree with you: If you are being evaluated on something that is not applicable to your role...THIS NEEDS TO BE DELETED. Contact HR and/or your manager and request this to be electronically deleted. If they do not delete it, then document (when you sign the eval), that you were evaluated on this and it's not applicable, and that you requested it to be deleted> At the end (and after you've signed the document and submitted it back to manager/HR....download, save, and print yourself a copy. This can be valuable going forward for many reasons, including applying for new jobs, or when in dispute with your manager, etc...Hope this helps! :)

66. Stephanie F, MSHRMMarch 18,2023 at 1:35PM UTC

    I think performance evaluations/reviews have become a “bootlegs errand” and need get back to truly being based on the work in that year. We shouldn’t be giving out scores because we can only give a certain amount of specific ones. Or because we want people to keep trying to reach for something. It should truly be about the goals met and how you did in that period, nothing else.

    Now if they are only giving 3s because anyone above would get a performance bonus or increase, they need to re-evaluate the system.

    For my organization a 4 or 5 will allow them to give a performance bonus or increase but it’s not mandatory.

    So if a supervisor later wants to do prior to the next review Year, they are hindered if they have just a 3 which means meeting the minimum jobs goals and not exceeding them. It sets them up for failure in the event they need to retain top talent later.