What is the best strategy for being on the receiving end of annual performance evaluation?

14 Comments

1. AnonymousDecember 13,2024 at 3:15PM UTC

   It sounds to me like you already expect this performance review to be unflattering. Skip the mental gymnasticss of pulling yourself off camera, that's just dramatic. You anticipate areas where you will disagree so come prepared to the meeting with talking points that dispute these criticisms...so you can answer in real time.

   Not totally clear why your skip level manager is performing your review instead of your immediate supervisor so I would also be prepared for some sort of performance review plan or steps to get you back on track.

   Best wishes to you.

2. AnonymousDecember 13,2024 at 4:52PM UTC

   OP here. The reason the skip level manager is doing my performance evaluation is because there was a recent reorganization, and the director apparently feels more qualified to review the team than the new manager. The new manager will not be present in the meeting.

3. AnonymousDecember 13,2024 at 3:20PM UTC

   I wouldn’t go off camera. Put in your best poker face and if it has negative or developmental areas pointed out, say thank you for the feedback. Hopefully there will be positive in it too. Signing is only an acknowledgment that you received the performance evaluation not that you agree with it. I’ve never seen where you have to write a response. If you have to, then tell the director you need time to formulate your responses and agree on a timeline.

4. AnonymousDecember 13,2024 at 3:27PM UTC

   My first question is, will your direct manager also attend the meeting? If so, the manager will probably do most of the review. If not, I would wonder why. As to the "rockstar" getting 3's, you have no understanding of why, so don't dwell on or overthink it.

   If you don't understand or disagree with something during the meeting, don't argue about it. Instead, ask them to explain it and give examples. That will go a long way toward keeping everybody off the defensive. Whatever you do, don't take yourself off camera during the meeting without asking for permission first. If you want to read all the details and then write a response, sign the review while on camera and tell them you will be writing a response. Your signature on the review will come with a disclaimer that you understand signing it only means you received a copy of the evaluation and discussed it with management, not that you agree with everything written.

   Also, understand that if a 3 meets expectations, you are doing everything right. Exceeding expectations is reserved for those who always think ahead and do things not on the JD or volunteer to help someone else out while still getting all of their work done correctly. Management sees these people as leaders. Many managers reserve the "exceeds expectations" for only one or two employees in a group, and some refuse to give a "superstar" (generally 5 out of 5) rating to anyone because everyone can show improvement in some aspect of their work.

   Keep these things in mind, and try hard not to overthink things. Also, keep your ratings and your review details to yourself. It is nobody else's business. Good luck with your review.

5. Ruth RobbinsDecember 15,2024 at 5:20PM UTC

   What does overthink things mean. Preparation is a good thing.

6. AnonymousDecember 16,2024 at 1:21PM UTC

   "Overthinking it" is when you keep thinking of different scenarios and prepare to the point where you sabotage yourself. It is preparing for the most obscure situations that probably won't happen anyway and allowing it to consume you. When the process becomes anxiety, you are overthinking it.

7. Kathy MasonDecember 13,2024 at 3:29PM UTC

   I had the same thing happen but had the chance to read the review first. I was prepared to argue the incorrect information, but a co-worker told me, "They don't write your story. Only you write your story." So, during the meeting I listened and didn't say anything. I signed the document and immediately started looking for another job. I was gone soon after.

   Remember, they don't write your story.

8. Maggie SoldanoDecember 13,2024 at 3:34PM UTC

   No. Stay on camera. And focus on being poised and accepting of feedback. Just accept with grace. This is an opportunity to get more clarity on your boss’ expectations. Stay curious, avoid being defensive, and use it as a learning opportunity. From there, you can decide if you want to stay or go. That’s the only thing you have control of. Own it. You got this!!

9. AnonymousDecember 13,2024 at 4:34PM UTC

   "Stay curious" - great advice and sets the tone.

10. AnonymousDecember 14,2024 at 8:26AM UTC

    I would have my response drafted and copied and ready to paste that summarized all my incredible accomplishments. So the summary would easily support 4's and 5's and a great bonus.

11. AnonymousDecember 14,2024 at 2:16PM UTC

    I worked for a consulting company where they really tried hard to define performance based on a bell curve. I liked and disliked it at the same time. to their point, not everyone can be above average, which is true, but it also meant that those rated in the top 15% had twisted themselves into knots to get their ratings, while the bulk of the others were considered “average”. The majority of my colleagues in that company were talented, bright and driven so it raised the class average, so to speak. I wonder if that is what is happening with OP.

12. GirlBossanova934974December 15,2024 at 1:51PM UTC

    Where is your direct manager? Off on XMAS break to Cancun? Who wrote this review? You can seek some clarity on the points covered during the review and then sign it. If there are points which you do not agree with, you can send in a response at a later time. Do NOT take yourself off camera.

13. AnonymousDecember 15,2024 at 6:52PM UTC

    long reply:

    They demand that you read and sign on the spot? I would advise that during the meeting you remain upbeat and not go into it with any sort of preconceived notions about this Director and instead try to start the conversation by controlling it. Ask them how they are rating folks in terms of overall ranking. What do they give the most weight to? For example- Attitude, Time management, completion of work, taking direction. Which one is ranked the most important and what percentage of a perfect 5 (assuming it's a 5 point scale) does each piece cover. Then you can know how your rating ranks against the norm. Also are they going to weigh you against the content of your job description? Or some other criteria. What does that list look like and how does that rank? Additionally, even if you have had little to no contact with them do not use what someone else says about them for how you interact with this director. Take charge of your own relationship with them and build upon it. They might be one that trusts their direct reports and is only the messenger for what rolled up to them from below. And this might be the only way/time they get to know you so if you act up, terrified or defensive in the meeting then you will taint their opinion of you directly. Be professional to a fault and as positive and upward thinking as you can be. If you can record the meeting on your phone in the background while it is happening you will be more likely to actively listen. Take notes throughout, and as best as you can word for word of what she says and then take a moment to look at what was written before making any kind of response, especially if it has triggered an emotional reaction from you or if you disagree with what is said. Don't focus on the numbers at all because most companies never give out the top rating. It should not be a surprise that you are getting whatever ranking they have given you but if you are in a large enough company there should have been educational steps during your 8 months from your HR department and or Manager to not be blindsided. Being there for only 8 months you may not yet have hit your stride so don't expect big giant things use this time wisely to develop a real relationship with this person, it's your private chance to do so. Building the bridge will help you the most. Ask them what keeps them up at night and also ask what motivates them for employees and the team and particularly what do they think will motivate you about where the team and the company is going. If you have any feedback to share with them, that is meaningful and not complaining, you can do this too. Reinforce what makes you excited to be there. You might come out of the meeting feeling enthused and as a fairly new employee there you should do this! You got this!!!

14. AnonymousDecember 16,2024 at 3:12PM UTC

    just sign it and do what they say- fighting them will just get you on their “problem employee” list- most employers are “at will” and will do what they want anyways-