I hate work reviews. I used to didn't feel that way, but once I had one

[raccoon]

after 6 months. I had had no indication that my performance wasn't satisfactory.

Then at the review, my boss and her boss told me my performance wasn't up to the level I was at
and wanted to demote me.

Ever since then, I've been paranoid about reviews. Feel like I'm ready for anything.

Anyone else had a similar experience?

[Fortinbras Armstrong]

1. If your boss was any good at all, you would have been told of unsatisfactory work earlier.

[easychoice]

2. Yeah,I handed her her ass on a plate right in front of her boss.

I retired 16 years later and she was gone in 6 months.
Any Mgr. who lets an incompetent employee wallow around for one month,let alone 6 months without improvement training is a lousy manager.
I worked at a Fortune 5 Co. by the way.

[alarimer]

3. They are useless.

Mostly because they are so subjective. I hate giving them as well because I never really know what to say.

I work in state government and this is really just an exercise because, even if people are rated highly, they get NOTHING for it. There is no hope of ever getting a raise or promotion, no matter what you do. So what is the point, really?

They can be abused as well, but people with an ax to grind.

[rurallib]

4. being reviewed by someone who had no fucking clue what I did

or what my value to the company was? Yep - each and every one

Company I worker for went to a system called "peer reviews" since management for the most part had little clue what the workers did. I left shortly after it was implemented. I refused to be involved in such stuff. If I had something to say to someone I would say it to that person.

My observation was that many folks were using it as a way to take shots at each other. Sure would break up any chances of having workers join in a united front.

[raccoon]

5. Thanks for your responses! nt

[lunatica]

6. I hate them too.

[LWolf]

7. I love it when

I'm told that, with the "new" evaluation system, nobody can rank well the first review, because everyone must show growth, and nobody is always on top. So the first one is full of criticism, and the final less so, whether or not you really do anything differently. It's all about making sure that the authority gets to pick nits.

Even more, I love the "merit pay" scheme, where bonuses are dependent on the evaluation process, and, in order to score well enough for a bonus, you have to shut up, get in line, and act like all the "innovations" that restrict effectiveness and add more duties to the same work day are exciting and wonderful.

[HeiressofBickworth]

8. I always referred to them as my annual flogging

[raccoon]

9. I like it! nt

[Generic Brad]

10. I love them

But I also conduct a transparent process. People know where they stand before we meet (which is every two months) because we use objective measures. Hell, they know where they stand every day.

Reviews are an opportunity to coach for success and discuss career aspirations. We try to determine what the employee is striving for and we work together to map out a way to make that happen. A review is a touchpoint to make sure we remain on the right track or determine if we need to change course.

If they are not constructive where you work, then you work for a poor manager.

[raccoon]

11. Update: had my review, and it all went OK! I even got 2 "Exceeds"!

"We have nothing to fear, but fear itself." ---FDR

[patricia92243]

15. Sorry - I was under the impression that you had already had it and they said you performance was

lacking.

[raccoon]

16. There was one like that--it's what gave me the paranoia. nt

[AngryOldDem]

12. If they were having issues with your work, it should have been brought up long before your review.

That's on them, not you.

I take reviews for the pains in the ass that they are and move on. But every so often I check in and ask if anyone's having any issues with how I'm doing things. For some reason, like you found out, most managers want issues to fester. Never understood that.

[B Calm]

13. After every review ask for a printed copy for yourself. Tell them

you want to keep a record to see how you can improve, but what you're actually doing is keeping a record in case your fired!

[patricia92243]

14. Did he give you SPECIFIC things you need to do to get your performance up to par?

If not, ask. If he did, do those things.

Be glad you didn't just get fired but are given time to adjust your performance - so you will be kept on - and eventually even promoted!