What is her end game with the annual review?

28 Comments

1. Maggie SmithMay 11,2023 at 3:10AM UTC

   You are right not to trust her. I think there are two possibilities: she wants you out because she wants somebody else or she was told to get you out. Maybe HR has a quota or rating curve. If she is retiring soon you may want to wait, but it wouldn't hurt to look for other opportunities too.

2. AnonymousMay 11,2023 at 5:15AM UTC

   I think it's #2

3. AnonymousMay 11,2023 at 3:48AM UTC

   End game is to paint you as a dismissal employee.

4. AnonymousMay 11,2023 at 4:42AM UTC

   One of the things that I have learned the difficult way and wished someone would have told me is to always interview (and be available in the market) and not have my energy distracted by gaslighting tactics such as what your supervisor is doing at this time.

   She has already shown you her hand by creating doubt and mistrust (your intuition picked up on that). What may be best is not to show yours and look for work elsewhere as this will allow you to move forward and not be emotionally stuck and angry.

   Waiting until the end of the year is your choice of course. Yet, so many things can happen between now and then - a lot of stress/walking on eggshells, layoff, a PIP, etc, or nothing. Even so, why not be empowered and search anyway regardless of what's going on?

   Don't get me wrong, I wholeheartedly understand as I have had something similar. That particular supervisor was eventually demoted to my level.

   In hindsight, I needed to move on and hear about that later.

5. AnonymousMay 11,2023 at 5:14AM UTC

   She gave you a "doesn't meet expectations" with no explanation because the company is likely going to do a layoff soon and you are probably on the chopping block. Newly hired employees and employees who have"don't meet expectations" are the first to go in a mass layoff.

6. E CMay 11,2023 at 12:43PM UTC

   I was in a similar situation five years ago. My review was "doesn't meet expectations" and the feedback was "do better," but nothing else. I was terminated within a month. I sort of saw it coming but I wish I had been more aware and proactive. If I were you, I would be documenting *everything.* Every effort you make, every time you request feedback or help and the response, etc. I only thought to do that with one item, when she refused to allow me to attend a free training in an area she specifically identified as "needs improvement." That was enough to allow me to win when she objected to my unemployment claim, and it got her in hot water with her leaders. Realistically, I say from experience that the decision is already made, so you should do everything in n your power to be the one who leaves first. Wishing you the best.

7. AnonymousMay 11,2023 at 12:45PM UTC

   Is the pay and environment worth the stress and negative feelings until she retires? Sometimes even a pay cut is worth it for your mental health.

8. AnonymousMay 11,2023 at 1:14PM UTC

   I have been in a similar situation and I’m sorry you are dealing with this. I agree with the other comments that she is setting you up to be dismissed if/when layoffs come. A couple of pieces of advice: start putting your resume together now and looking at jobs outside of your company. It takes time to get into the job hunting “groove” and you don’t want to wait until they let you go to get started. It will make you feel like you are more in control of the situation. Also, document everything. Send an email to yourself (in a personal account, not on a company computer) so that it is time stamped every time you have an interaction with your manager. Forward any emails from her, any kudos you May receive from others to your personal account. Even though it has been several weeks since the review, send her email saying that you would like to discuss specific examples where you did not meet expectations so that you can improve your performance. Don’t be confrontational but approach it with an open mind. If she provides examples, document them in an email to her (blind copy your personal email) and write your action steps for how you will make sure it is addressed in the future, and any action/follow up needed from her as your manager. Every meeting you have with her, follow up with any action steps you took and then document that in an email & any action she has taken/provided. If she doesn’t provide examples, document that (I asked for specific examples and none were provided) in an email back to her and blind copy yourself. If she continues to refuse to provide examples you may want to consider getting HR involved. Clearly state that you cannot improve your performance unless you receive specific feedback as to how to improve. Don’t take it personally, stay professional in every interaction with your manager and coworkers. Only you can decide if this is a situation that you can tolerate until she retires. I dealt with this type of situation for 4 years, it took a serious toll on my mental and physical health. I consulted an employment attorney and this was all advice they gave me. I played the long game and ultimately HR sided with me and I received a generous buyout from the company, but living through those 4 years was brutal. Good luck, take care of yourself and do what is best for you and your personal situation.

9. AnonymousMay 11,2023 at 5:17PM UTC

   Excellent advise

10. AnonymousMay 11,2023 at 2:27PM UTC

    Who’s getting her role when she retires? Can you have a meeting with her manager to throw your cap in the ring? It would do 2 things - 1) let them know you want the job and 2) that person’s reaction will let you know if anything’s been said to the higher ups about you.

11. AnonymousMay 11,2023 at 4:39PM UTC

    Your comment made me realize the "end game" could be propping up one potential successor while downgrading the favorite's competition.

12. AnonymousMay 11,2023 at 6:04PM UTC

    This!! Happens all the time.

13. AnonymousMay 11,2023 at 6:30PM UTC

    Could be. Keep in mind she may not be retiring voluntarily. A lot of times older workers are forced out so maybe she’s feeling pretty crappy about that. That said I’d be doing the go around and figuring she’s history anyway.

14. Mary PoolMay 11,2023 at 3:57PM UTC

    Ask her for feedback in writing (and copy her management and HR). She needs to provide concrete examples; if she can’t, HR must make her change the review! I fail to understand why so many people do things verbally and don’t follow up in writing. Written is protection. Verbal is “he said, she said.” Protect yourself. She might have a favorite to take her place, and you may be someone else’s favorite. This review could make her choice look better. Everyone, absolutely everyone, has a reason for what they do. What is hers?

    I agree with your husband; wait it out. But, fight back. Send an email immediately asking for specifics.

    When she does respond in writing (and if she doesn’t keep nagging, always copying HR and her management), go down the list, item by item. “I noticed you said “xyz” was not up to standards. But, as I recall, when I presented XYZ to you, you praised it and said it was exactly what you were looking for.” “In item 2, you said “abc” was late; as I look at the schedule, I see it was actually delivered early.” “Regarding item 3, you led me to believe this deliverable was acceptable and actually beyond expectations. I am curious why you did not say anything to me then.” These responses are a “he said, she said,” make your part look excellent, make her part look substandard. There are two truths, yours and hers. This is your chance to tell your side, slanted from your point of view. (And this is why “he said, she said,” makes a complex defense.)

    Be sure to ask why these issues were not noted at the time and explain how you would have addressed any problems if only you had been made aware of them. If you remember any praise or acknowledgment that it was done correctly, note it in your response.

15. AnonymousMay 11,2023 at 4:38PM UTC

    Nooooo do NOT cc: HR!

    That's like putting a sign on your back that says "Kick me!"

16. AnonymousMay 12,2023 at 3:53PM UTC

    Agreed! Absolutely do not cc HR. This will not help your situation.

17. AnonymousMay 12,2023 at 8:26PM UTC

    I like most of the advice. I'd go just to her first. You can always forward the email later but I think I'd want to see her response before she replies all to her manager (the person who would be hiring her replacement and perhaps telling them about the staff they are inheriting) and HR. You want to get a lay of the land. But you should ask for the examples. If she comes back with some then you can decide what to do next - are any legit? If not, and you can refute, you should. Did you have to acknowledge that you got your review? A lot of companies ask for your comments when you electronically acknowledge. You should put professional comments in then. Once you get a response or if she doesn't respond, then I would consider going up the chain - either to her manager or to HR. Generally, I would recommend the next level in the hierarchy - her manager - and I'd meet in person. Then document the conversation as needed - Per our conversation....,blah blah, blah.... In person (or video if remote), because you want to see the expressions on their face and it will be a different conversation vs. email.

    Good luck. I wouldn't leave if you are interested in her role or generally like your role and the company. If however, you are unhappy with your role or the company, then I'd probably decide if this was the final straw.

    Good luck!

18. AnonymousMay 11,2023 at 4:37PM UTC

    It doesn't really matter what her motive is.
    She did not do the hard work of giving timely, useful feedback (read up on S.M.A.R.T. goals) for whatever reason, and since she's leaving soon she has no reason to change her ways.

    Document everything you possibly can, and if you have coworkers who are familiar with what you do, casually mention your accomplishments. Don't brag, just say things like "Whew, just finished that big project and xyz was very challenging but everything went smoothly." One of your peers could be your next boss, so absolutely do NOT criticize her to them!

19. AnonymousMay 11,2023 at 5:11PM UTC

    You should never be surprised at review time, Any concerns should be addressed during your weekly meetings with your supervisor so you can continuously grow in your position. During your annual review, you and the supervisor should be looking back at your professional and work related personal development goals which you established at the beginning of the review period. It should be a time to set new challenges.

    The annual review is time for setting new performance goals and reflecting back on your previous goals, ensuring your supervisor is aware of and has documented your contributions to the team and employer especially if they are above what was expected.

    This is a supervisory deficit and as you have said, it leads to lack if trust and job dissatisfaction.

20. AnonymousMay 11,2023 at 6:27PM UTC

    Agreed and yet SO many managers are so disappointing when it comes to this. Which is why managing UP is so important. Which is the new way of saying you have to make sure they’re doing their job.

21. AnonymousMay 12,2023 at 2:43PM UTC

    A number of the companies for whom I have worked have a requirement that if the rating is below a "Meets Expectations" level, that the direct report's management has to provide concrete examples of the opportunities for improvement (constructive critiques) WITH examples of how they (the management and the employee) will work together to make those improvements. They can always be tweaked before finalizing the review, but that specific feedback needs to be in writing.

    However, given the fact she didn't present at least a few examples at hand when discussing the evaluation, I have to wonder if there is something contributing in play here. Specifically, if the senior management have made a determination to keep the overall performance evaluations arbitrarily low for financial reasons (as bonuses and salary increases/promotions are often linked to these evaluations). If that is the case, then it's highly likely that she may not disclose that. Not commenting on the practice, just mentioning that it can happen.

    I do agree with the other suggestions, especially around SMART goal development. It is a little work upfront but so much better for both the individual contributor and the management when it comes time to objectively evaluate performance.

22. AnonymousMay 12,2023 at 3:58PM UTC

    You should never be surprised in a review, that is unprofessional of your boss. But I wouldn’t take it so personal. From the way you described her, she probably doesn’t like doing these either (they’re mandatory and I’d bet she hates it this as much as you) and is clearly doing this super old school. The good news is she’s leaving and she’s not harassing you or criticizing you daily. Don’t let this change your whole relationship if she’s not. If you like the rest of your job, take the feedback (not personally), make some improvements and count down the days until she retires.

23. AnonymousMay 12,2023 at 4:23PM UTC

    Drop your emotions from this conversation and instead of being angry ask again for the list. You should also write a rebuttal to the review and ask HR to add that to your personnel file. Ask HR to sit down with you and her if she does not provide a list and bring along the documentation of the work you have done and the progress logs from your weekly check ins. I get that you no longer trust her, she should surely not have blindsided you with a less than stellar review but don't self sabotage by doing something rash that may hurt more than help you. If you cannot solve it or get real feedback then yes do consider making a move but doing it to spite her is not the best for you. Rise above it, and if there is real or some feedback work through it, you deserve it.

24. Audrey KirschMay 13,2023 at 12:04AM UTC

    Her end game was to manipulate any pay increase or lack of an increase. Sometimes that comes from above telling departments not to give stellar reviews so they can curb spending. Still, she handled it poorly by not having examples. Or she could just be a bitch. Whatever, I'm with your husband, wait her out, see if a replacement is any better. If not, start looking elsewhere for a job where you will hopefully be more appreciated.

25. Cindy GrossMay 13,2023 at 3:13PM UTC

    I moved to a new team after an unexpected and undeserved "below expectations" review. That review followed me, it tainted my new manager's expectations and my next review. More importantly it messed with my confidence, my emotional well-being, and my performance. If I could do it over again I would fight like hell to get that review changed and leave the company if they refused. My fantasy of what would be different might be totally wrong, but it's a huge regret for me. It messed me up for many years because I tried to ignore it. You know yourself and your situation better than anyone else. Find a quiet spot, calm your mind, and imagine some various futures based on decisions around this review. What do you already know that you really want to do? #BefriendingDragons

26. Kathy LeskiMay 15,2023 at 2:10AM UTC

    If you don't remind her to provide, she will do again to you or other employees. It sure seemed like she did your reviews with very little effort. A big no-no for any of my mgrs or supervisors... even those who were at an "exceeds' would be told what they needed to do in order to obtain the highest rating for that skill. Don't let her off the hook.

27. Kathy LeskiMay 16,2023 at 4:08PM UTC

    One other point- if you recently changed jobs and it was considered a promotion, it's not unusual to go from Exceeds or higher to meets or lower (in a previous company we actually designated a term that wasn't a negative term like "underperforming", we used "Developing" for this particular use case instead. It's meant to be a "pass" for the first year in the new role.

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