I am being pressured by my VP to give a negative performance evaluation to an employee, which I do not believe is justified.

Anonymous

July 9,2023 at 1:23PM UTC

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I am being pressured by my VP to give a negative performance evaluation to an employee, which I do not believe is justified. I am a manager of a small team and my company is in the middle of our mid year performance evaluations. In our process, managers write their evaluations of employees and then our entire leadership team meets to discuss our entire orgs rankings. My VP has a tendency to target specific employees that he believes our underachieving (often based on little to no evidence) and push for lower performance ratings during these calibration meetings. I know he has singled out a member of my team this cycle and is going to push me to give her a lower rating than what I had initially assessed. I feel very uncomfortable delivering a poor rating to an employee who I feel doesn’t deserve it, especially since our company has recently endured 2 rounds of layoffs where low performers were cut. As a manager I really want to be fair but also need to be conscious of my own standing with this VP since he ultimately assesses me as well. Has anyone else dealt with this situation?

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AnonymousJuly 9,2023 at 1:39PM UTC
In a previous job, yes. All I can say is to do your best to stand your ground, listen to your VP's reasoning, and offer your own. Go in with evidence of her accomplishments, acknowledge that there is room for improvement, and give details of any discussions containing constructive criticism (including her response to it. Consider it, if you will, a negotiation because they expect you to push back. In my experience, you should be fine if there is justification for the points/rankings and not everyone is given a high score. You may have to give a little, but your VP will likely back away some too.
AnonymousJuly 9,2023 at 1:46PM UTC
The one thing that is crystal clear to me is that there is something your VP sees that you don’t.
what you owe yourself and your employee is a solid unstanding of how your VP looks at employee performance and where specifically the VP thinks this employee is falling short.
have you considered meeting with the VP and asking?
one angle you may not have considered is that the VP is under budget pressure. Ensuring that all of the employees under you are performing well, able to increase their skills when business demands dictate the need, etc. if this employee trails their peers in performance in one or more areas… that could most definitely color your VPs view.
AnonymousJuly 9,2023 at 3:06PM UTC
Just because he is a VP doesn’t mean he is thinking in a clear and fair-minded way. It also doesn’t mean the VP’s opinion is correct. People have biases at all levels. This manager’s role is to manage the employee and the VP is wrong in second-guessing the manager’s professional opinion. If he wants to impose his negative view then he should manage the employee directly.
AnonymousJuly 9,2023 at 3:09PM UTC
If the VP is under budget pressure then he should cut down his salary than play with others career and life.
AnonymousJuly 9,2023 at 3:31PM UTC
Agreed -- but that's not going to ever happen
AnonymousJuly 9,2023 at 1:58PM UTC
I am an experienced professional in my field. My resume shows a pattern of staying a jobs for at least 4 years and being promoted. A couple of years ago I got a job at a medical clinic. They had a policy of doing a 90 day review, and mine had really low scores. I asked for examples from the manager of how I earned such a low score in areas like "getting along with others." I am a gracious and friendly person if nothing else and was always volunteering to help around the office. The manager avoided my request. My theory is that the Director of the place did not think I fit in and told the manager to give me low scores hoping I would leave. It worked! I found a job at a larger busy office and no one has time for cliques, and I got a positive review. The experience taught me to trust my instincts and that anything is possible with office culture. They also pushed out another person who was excellent in her work with patients but it seemed like her personality bothered them. Weirdly they had a goodbye thing for her with a cake, but she went around telling people the truth which was that they pressured her to quit rather than being terminated.
AnonymousJuly 9,2023 at 3:12PM UTC
Something similar happened to me when I worked for a big restaurant chain. One of the front of house managers disliked me and also there was a certain look all of the other girls had that I didn't and i was often given subliminal suggestions to look more like them. While my performance reviews were always fine, they started scheduling me when they knew I couldn't be there. I was a full time college student, I gave them my availability several times but I kept getting scheduled at times where I had to be at school or they'd change the schedule without telling me and I'd end up missing my shift or being late. One day I showed up to my scheduled shift which was right before a big final exam and was informed that there was a change and I was not on the schedule for that shift but rather a shift happening during my exam. I let the manager in duty know I could work the current shift or a late shift but not the one they had me on the schedule for. They told me not to worry about it,they would find someone to cover that shift and there were enough people on the schedule at the time and later but would call me if anything changed. The next day I called the manager to check the schedule for the next week and she said she hadn't completed it yet and would give me a call when she was done. 3 or 4 days passed and I got no call, when I finally did they asked me to be in at 3, I showed up in full uniform ready to work and everyone acted awkwardly towards me. I was asked to step into the office where I was told that I "no call, no showed" on that day of my final and another time prior, that my availability did not meet what they require and that they were doing me a favor by instead of firing me, letting me resign. I was devastated.
AnonymousJuly 9,2023 at 4:46PM UTC
This just happened to myself. I am 56 years old and I truly do not have time for high school banter. I left my job of 14 years because this company headhunted me. They offered me a larger salary obviously it wasn’t worth it because after a year they put me on a 60 day probation period for not preforming at the level they needed. I didn’t understand this until I figured out the girl I sat across from was trying to get me fired. I believe it was because I didn’t play into any of these groups. I never had problems getting along with anyone. They tried getting me to quit but I let them let me go.
AnonymousJuly 10,2023 at 6:04PM UTC
So did you get another job quickly? Or do you not need to work?
AnonymousJuly 9,2023 at 6:23PM UTC
I got the same crap from a toxic boss after over 10 years in the job! Coincidentally, she had a new boss. It took a few years of HR bullcrap, but they forced me out. I'm in a better situation now, but I am wary of all bosses and all organizations.
Lisa MarieJuly 9,2023 at 5:38PM UTC
I'm sorry you're literally caught between a rock and a hard place in this situation.
Meekly ask the VP for pointed examples that substantiate his claims for each area he wishes you to give the employee low scores - and write doen what he says, word for word. Please be sure to NOT let him realize that you're really asking as a means of revealing his unfair bias - so he will think you are on-board with his shenanigans.
Then whatever scores the you end up giving the employee, be sure to include the VPs exact words to illustrate the basis for each score.
The result will be clearly shown - his examples will be blatant BS, which hopefully your team member will see is definitely not coming from you - and will take that as a cue to file start looking for another job, and file a formal complaint once she finds another job to move on to.
In all of that, do your best to not "seem defiant" of the VPs biased wishes, while striving to do what you know is right. You should also start looking for another job yourself - IF you feel that he may possibly target you next.
Good Luck!
AnonymousJuly 9,2023 at 6:04PM UTC
Now that the low-hanging fruit has been handled, other fruit has to be made to seem spoiled in order to justify throwing it out. I know. This happened to me. My supervisors acquiesced to the Narcissist-in-Charge, and I was "managed out."
You are supposed to do what your boss tells you to do, just as your subordinate is supposed to do what you tell her to do. If this will be their first negative performance review, give her a heads-up that her future is murky and you'd give her a positive reference if she looks for another job.
If you refuse, you'll get the axe eventually.
AnonymousJuly 9,2023 at 9:51PM UTC
Take out the biases, be realistic on their performance. Take their job description and drill down in the expectations, are they where they need to be at at this point in their time with the company. You're not their friend, you're their manager, I see issues like this ALL THE time, and managers put themselves into a friend zone and truth time, they don't want that and they don't need that, they need to be lead. Once drilled down, go through it with your VP and level set expectations. TBH, sounds like you need an outside business partner to get involved.
Joan Williams, Senior Talent Acquisition SpecialistJuly 9,2023 at 11:29PM UTC
It doesn't sound to me like the OP is the one letting their emotions drive their decision making - it sounds like the VP is the one doing that.
I don't see where the OP mentioned anything about their personal relationship with the employee being evaluated - only that they didn't feel they deserved a negative performance evaluation. She didn't say she was friends with the employee.
It clearly states that the VP has a history of targeting specific employees that he believes are underachieving (often based on little to no evidence).
AnonymousJuly 9,2023 at 11:54PM UTC
i think it’s a 1 sided interpretation. There’s not much ‘clear’, only areas of being able to make assumptions. There is a bias, for sure, showing. I would agree that they need to still get a business partner involved.
GirlBossanova934974July 10,2023 at 12:36PM UTC
Yes! I have experienced this same sort of thing on a few occasions. Here are my takes: 1) I would be on my way out the door from this company! As in, start conducting your job search yesterday. 2) Second of all, I have NEVER seen any decent organization discussing employee rankings amongst managers. SEE THIS FOR WHAT IT IS! This is a breeding ground for favoritism, bias, rumor, and horse trading of rankings. 3) VP decides to act out of turn and do whatever he wants? RED RED FLAGS! If this company had any brains, the corporate lawyers would move in and put a stop to this last Friday! I have seen these sorts of VPs target groups and the next thing, there comes a large class action lawsuit with severe damages. The fact that employees are being let go based upon a bunch of nonsense from a VP? OH BOY! Outside employment lawyers salivate all day long looking for fools like this!
AnonymousJuly 10,2023 at 12:52PM UTC
I experienced this and refused to do it and I ended up with a low performance review. Even when I fought back and documented all the things I did right I was laid off in the next round. The worst part was I protected the employee for a while but in the round after that they were gone anyway.
I gave her a heads up and she landed on her feet
John HerndonJuly 10,2023 at 1:08PM UTC
Document the interactions and keep it safe. Document your performance as well. Get anyone who can corroborate your observations on your side. Don’t sign anything. If you are fired or part of the layoff, sue for retaliation.
AnonymousJuly 10,2023 at 1:09PM UTC
Always, always, always, do the right thing. Life has a way of taking care of those who do.
AnonymousJuly 10,2023 at 1:16PM UTC
Agree - ask the VP to give you examples of how the employee is underperforming, either in writing or write down word for word what they say. Share with HR and indicate that you are not necessarily in agreement. Ask for their guidance and then do what is advised.
Start looking for another position and quietly alert the employee as well. This does not bode well for you or the company.
AnonymousJuly 10,2023 at 4:45PM UTC
That's a loaded message. The original poster would be asking for trouble to alert the employee. If the lower assessment is given, at that time the manager may delicately approach the reasons for a lesser than stellar review. There needs to be substantiated examples of why it is lower.
AnonymousJuly 10,2023 at 2:08PM UTC
Having to have your team ratings fit a curve is unfortunately very common and one of the lousy parts of being a manager when your team doesn't deserve that. That said, if you do have to fit a curve then it should be your call how to do that fit within your team, and your VP shouldn't have a say unless they have particular evidence that a specific person on your team deserves that rating.
Tina AsherJuly 10,2023 at 2:09PM UTC
There might be more behind the scenes that you aren't aware of. I was in a similar situation. As a leader, you are constantly being looked at to see whose "team" you're on, the employee or the company. It's a fine line, and you'll want to consider how much effort you put into that balance and what consequences you're willing to take. Sometimes companies follow a policy of coach up or coach out and weed out the bottom 10% of performers, it was a tactic Jack Welsh used with GE, and several managers that moved on used a similar approach. It produces a constant pressure cooker, and yet they're striving for excellence. They may be positioning themselves for an acquisition, and need to continue to reduce costs; therefore, poor ratings would not justify a merit increase. Or it could simply mean they have so much in the budget for salary increases and they have an allotment of how many can receive a top rating, a middle rating, or below - that is also a corporate process in some companies that I'm aware of. As someone else mentioned here, asking for documented proof of low performance or talking points to justify the poor rating from them in writing would be in your favor. Good luck that's a tough situation to be in.
Coach Nancie Kay ShumanJuly 10,2023 at 2:16PM UTC
So it has been proven that Performance reviews do not actually assist the employees to improve, but justify the company for not giving raises and bonuses. I can find you a research paper on this.
I agree with others who are saying, ask for evidence. But also be prepared to give evidence. I always think about the scene in a movie, whose name I cannot recall at the moment (thesis brain!!!) where the principal and a conservative pastor are fighting because the Pastor objects to the 'immorality' of Shakespeare. They lob quotes back and forth at one another. While it makes for hysterical drama, it also shows that having information at your fingertips helps in your argument. Lead from the heart, but be a critical thinker.
Also, you might want to suggest to someone that if the staff is reviewed regularly, it is only fair that they review management. This is being done to good effect in some major companies. Finding out what the staff thinks is working and not working can be a game changer, along with a culture shift.
Jami Granger HuntJuly 10,2023 at 5:24PM UTC
I have been the employee in this kind of situation. My boss flat out lied to me ace said nobody was getting more than a 3/5, when I knew for a fact that she had given 4s to some of my Coworkers. It puts you in an awful position because failure to do as you’re told could affect your job, but it’s not fair to the employee either. Intimate I took my dispute over my bosses head and got myself transferred to a department led by someone with ethics. If this is legitimately undeserved you need to arrange a meeting with this VP and being documented proof of the employee’s success. If they still won’t budge you have to decide which course of action allows you to sleep well at night. And recognize that employee will most likely quit, aced possibly sue, if you do this to them.
AnonymousJuly 10,2023 at 5:31PM UTC
Hi! This happened to me with a former VP. I ultimately agreed to lower the employee's rating, however I said that since I was recalibrating my rating scale, I would have to lower the ratings for the entire team. There was one employee that she really liked who I could demonstrate had poorer performance than the employee she didn't like. I wasn't a fan of this tactic, but I was able to use her friend and the rest of the team as bargaining chips and keep the ratings as they were. I encouraged her to write an additional review with specific details supporting her assessment as a rebuttal to mine if she wanted.
Another year, she attacked the same employee and I wasn't able to make the same argument. Instead, I wrote a glowing review that conflicted with the numerical score I gave the employee. We had a system to contest, so the employee contested the score with HR who then increased the review rating based on my comments.
Needless to say, this VP and I had ideological differences.
BethBJuly 10,2023 at 5:31PM UTC
It is possible that the VP is being unfair. It is also possible he sees something or has been told about something you don’t know about. Why not simply ask? I’m surprised that you think Mary is underachieving. Can you share your thoughts on this with me? As far as I can see, she’s been doing a good job. so I’d appreciate your input if I’m missing something.
AnonymousJuly 10,2023 at 8:45PM UTC
DO NOT DO IT. Your VP does not sound like the kind of person worth risking your sense of ethics for.
Liz MilneJuly 10,2023 at 10:08PM UTC
Stand up for your employee and if he pushes, let him know that he is being unfair and behaving unethically...
Chrissy Regan SmytheJuly 11,2023 at 12:55AM UTC
Stand up for your employee. I had a boss do this to me wanting me to sign the review she wrote. We argued about it. I made some changes because i didn’t think the review was fair. The minute i signed it i regretted it. I tried to grab it back to tear it up but she grabbed it and hid it. Then she fired me. I vowed I’d never blindly do what a boss asked me if i knew in my heart it was just wrong.
AnonymousJuly 11,2023 at 12:19PM UTC
Im curious, how has employment and rapport building been for you since holding this value in your jobs held after the incident?
AnonymousJuly 11,2023 at 12:08PM UTC
I agree with what has been said, I would open a dialogue with the VP to learn more about what he is seeing in this performance of the individual, and then I would keep documentation of anything and everything you can around these convos, not just for the DR but also for yourself.
AnonymousJuly 11,2023 at 1:49PM UTC
Ask your VP to help understand why the low rating and what support documents they have. Because if you are are not going to give a low rating without support - how are you to help this person course correct?
If it’s not justified. You need to do the right thing and stand up for your employee. And if they decide to target you next because of it, do you really want to work for a company like that?
AnonymousJuly 11,2023 at 6:13PM UTC
I've experienced this with the owners from my last job. I refused to do it but offered to be in the meeting with them. It was awkward and they did not go as aggressively as they asked me to do, which was usually the case with them. However, it did damage any trust I had with them or said another way, our differing values, and approach became undeniable and was a big reason I separated from the company. As others have said, I would not compromise my values and I'd add to seriously consider if it's a place you want to be.
AnonymousJuly 12,2023 at 1:24AM UTC
The fact that you care says a lot. Many managers know what comes with low evaluation and the fact that higher executives misuse the purpose of the evaluation is disgusting. They don't care about how that employeeis affected. Managers generally only care about themselves in my experience. It happened to me in my career. Corporate can be very unfair and cut throat. But as an employee we have to remember we are just a number and never stress over things we cannot control. Always have a plan BCDE...
Kristine RyanJuly 13,2023 at 1:18PM UTC
I have had a similar experience. Unfortunately I was in survival mode myself. I would suggest to ask for metrics (evidence) for their perception of the employee's performance, but in my past situation metrics were often created for me that were near-impossible to be reached by my team. It became personal and I felt like I was doing senior leadership's "bidding."
That said, perhaps try to probe for their reasoning behind their perception of that employee, and ask the VP if they have any suggestions as to how to support the employee in their growth and "manage up."
IntentionGirl299847July 13,2023 at 9:30PM UTC
Ethics and morals. Once you compromise yourself there is no going back. To deliberately harm another and take away their livelihood based on nothing is despicable. Your supervisor is a dick and hopped on his own status. I have been there and quit rather than compromise my values. but you do what is best for you. Only you can make this decision.
AnonymousJuly 14,2023 at 2:14PM UTC
Does the employee like their job/environment? Can you give them a good recommendation?
Do what you can to help then, but unfortunately it is a dog-ear-dog world!
However, Karma I have seen Karma in action!