Performance Reviews

[The Critic]

I'm sure many of you get quarterly, semi-annual, annual, etc performance reviews from your superiors.

What has your experience been with performance reviews over the years? Any stories to share?

What does it mean when you receive a poor one from either your superiors or your peers? How should it be taken? Does it mean it is time to look for a new job?

Any advice that the supervisors and managers can offer here?

Thanks.

 

[javacontour]

I'm supposed to get them semi-annually. I usually write a good portion of my own.

My boss does notice things and adds to it, so I can't complain.

I had one boss who said I basically "Walk on Water, all three forms" but then gave me the same raise as everyone else.

So the reviews have some merit, but what counts is what is in the paycheck.

 

[PT1]

Originally Posted By: The Critic

What does it mean when you receive a poor one from either your superiors or your peers? How should it be taken? Does it mean it is time to look for a new job?

1. It means they don't like you for whatever reason.
2. It should be taken seriously...first step to termination is documentation of poor performance
3. Definitely...YES. (especially if you are a good worker and don't deserve it)

If you are a hard worker and know you are competent at your job then you are being "submarined" with a poor performance review. Everyone knows if they did something to deserve it or are just watching the clock everyday. SO if it is you be honest with yourself and go find a better place to work. Say nothing to anyone. Be super professional and give 2 weeks notice when you resign. Never under any circumstances lose your cool or say anything about it. Your resignation should be in a "Thank You" letter.

 

[CivicFan]

In the graduate school they taught us that part of employee development is periodic performance reviews - monthly or more frequent.

Real life differs and performance reviews are one of the most hated concepts for the managers. As a result, instead of they being a tool to have employees grow and excel, they are basically [censored]. I myself have mostly received positive feedback with no suggestions to improve but the compensation has been good, too.

My current position doesn't have [proper] performance appraisals either but every day is basically an appraisal for what I do. They do a 360 review annually that doesn't amount to much at the end of the day unless you are a major screw-up.

The degree of seriousness for performance reviews depends on the culture of the organization. A lot of the review is actually done unofficially so it's always good to be in good terms with not only your direct manager/supervisor but others as well.

 

[simple_gifts]

Where I work if you receive a poor review, it starts a "shape up" regimen of ancillary training. Usually it means you ought to look for a new job. The company gave a guy a poor review (which he deserved) and then offered him another job because his presence on our site was unwelcomed. The offered job was in Australia. No reflection on the guys down under, just a bit "unrealistic" Being a big company fearful of lawsuits, no one gets "fired" except for giant trust of procedural breaches. The opt for the weasley tactics instead of having the "courtesey" to fire someone.

OT:they should get rid of about 3 people in our 10 person department and no one would care.

 

[DieselTech]

I give 90day performance reviews, not usually raises at that time unless it's a new employee. Realize everyone could use improvement. I employ a few Trade school students and to gear them for the real world it's important to hear both short comings and as many positives as I can tell them.

A poor rating could spell trouble in the corporate world. I have also found that poor observations could be given when a company doesn't plan for income raises as an excuse to not give them. Take the critism with a grain of salt but try to make it a positive change at work

 

[getnpsi]

Poor reviews are usually in line with the budget they are given for raises. If it's a superior you can speak frankly with ask them to take into consideration something like if there were 5 clones of me in this dept rather than the other guys/gals would it run better or worse? If better then they should reevaluate perhaps?

That question got me the biggest percentage raise ever at an old job, i think $7.30 to 10 an hour (1998 times) Unfortunately I'm pretty passive and expect massive tension doing that sort of thing, as i was going against their judgement possibly on other evaluations etc. I did it anyway and walked on air, and think i gave more after getting that raise.

 

[Vilan]

We have annual performance reviews. We're supposed to come up with ideas for new training in the coming year and then review how that has progressed after 6 months, but that's never happened, at least for me.

I suspect it's mostly a tool for weeding out deadwood. Even if you are competent at the job, if you don't get along well with co-workers, that could come up and bite you in the rear. Particularly during hard economic times, the company doesn't have much reason to put up with sub-par workers, unless it's in a very specialized field where there are few employees available.

 

[Kaboomba]

I'm generally suspicious of poor or negative reviews from a superior. If I'm not doing what I should, they should talk to me sooner rather than later. But, many managers would rather have a good buddy network than a lean, mean, capable workforce.

K

 

[Carbon]

If you got a poor review, and that was a surprise, think back and try to re-interpret your communications with the boss and co-workers.

Did you say "that's not my job" etc?

How self-motivated vs requiring close supervision are you?

Arranging a discussion on this with the boss would increase your chances of doing well there in the future if you care.

 

[Boomer]

We used the GE system: 20% every year had to be rated unacceptable. Worst system I ever saw as everyone in the tech department was a hardworking expert, lots of travel and customer interation. Most peole had at least 20 years experience when they started this. So they fired a few, brought in 21 year olds who could not for the life of them understand anything about the product line or its technical performance for at least two years. What a joke!

 

[levi]

The degree of seriousness for performance reviews depends on the culture of the organization. A lot of the review is actually done unofficially so it's always good to be in good terms with not only your direct manager/supervisor but others as well.


+1

 

[Cutehumor]

I'm a hard dedicated worker and get the heavy workload/complex cases. I'm not really a kiss up type of person and I always get average reviews. Apparently evaluations don't rate your work ethic when it comes to those who get the heavy workload/complex cases. so they use any one thing to not give pay raises. Those self evals are a joke, it's just a tool for the manager to use anything you say against you.

 

[Mr Nice]

^^^^
I know what you mean about the less working butt kissers that are very good at politics.
Performance Review is a tool for bosses to give their employees a 'pep talk' every now and then.

Does GE still use that 20% of the employees need to be rated unacceptable ?

 

[PandaBear]

Depends, sometimes they are to see how much raise or bonus you get. Sometimes they try to find a way to fire you. Sometimes they are telling you what you should do better or already do well in.

It depends on the company's performance as well as your manager's relationship with you, and whether they are given quotas to give a pool of money out, and whether they try to make themselves look good by being a "tough" and high expectation manager.

I've seen all types, and the only way to accurately interpret it is by experience and ask your co-workers if you are new.

 

[GROUCHO MARX]

A bad review should never come as a surprise. The manager is not doing his job if it's a surprise.

The only thing close to a negative review I had was my first when my supervisor said that I didn't take my job that seriously. Given that I was in an accounting bullpen with a load of beasts, I replied that I was living by the law of the jungle and trying my best not to be eaten alive. I wasn't going top let a negative comment pass without a rebuttal. Most criticisms I've had of my performance were milder than my self critique.

I hope your boss gives an honest appraisal because a negative appraisal actually reflects badly on the boss as well.

 

[PandaBear]

Example: I got excellent review back when I worked for Maxtor, except I got dinged at relationship with an abusive/pregnant co-worker. No bonus or raise because the company loses money. At SanDisk I got from above average to below average review, something that is used to skew the bonus pool as well as some ridiculous benchmark of "you have to do a patent application every year" when you are fixing problems and shipping products out the door, our whole team were dragged down in bonus vs. those marketing and the MBAs in other departments.

In the end, in my line of work it is how fast you fix problems and how quickly you identify problems that matters, in other word how much money you are making for the company. If you don't like your review or your raise? You can find another job and threaten to leave, and if you are good they will give you want you want.

I still haven't found an MBA bearer that I respected in my life yet, the only one I respect is a coworker who gave up his MBA and come back to be an engineer.

 

[Shannow]

Originally Posted By: GROUCHO MARX
Most criticisms I've had of my performance were milder than my self critique.


I like that quote Groucho.

I'm finding myself having to do my first really bad performance appraisal for a young guy this year. He's going to be dark about it, but really should be expecting it...for exactly the reason that you posted.

 

[aquariuscsm]

I always feel performance reviews are a total joke!

 

[Shannow]

They can be very very good, or they can be a system to have for system's sake.

As soon as they are computerised, and don't lend themselves to face to face discussion (two people looking at a screen isn't face to face) they become a farce