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Annual Appraisals

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By *ong-leggedblond OP   Woman
over a year ago

Next Door

I have been trying all day to give written feedback on the team and a few others for their annual appraisals. It's part of my role that I really don't like as I struggle putting things into words.

I haven't even started mine yet or requested any feedback...

Needs to be completed by Friday

How do you cope with your appraisals?

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By *hunky GentMan
over a year ago

Maldon and Peterborough

I hate them too.

Makes me glad I'm self-employed now.

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By (user no longer on site)
over a year ago

mine are the same as my school reports

"must try harder"

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By (user no longer on site)
over a year ago

I cry and hope something happens that means they don't go ahead or I can't attend mine.

Thankfully mine went well last year.

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By *inky_couple2020Couple
over a year ago

North West

I find the need to write all this down annually to be pointless. Most people focus only on the most recent few months, if you try and discuss something that happened at the start of the year, they say they can't recall or whatever and it's just a waste of time and a box ticking exercise. Much better are regularly 1:1 meetings and ongoing feedback, without the need for commit it all to e-paper.

It feels like we're doing something just to give HR something to do.

I hate it, both as a manager and employee.

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By *inky_couple2020Couple
over a year ago

North West


"I cry and hope something happens that means they don't go ahead or I can't attend mine.

Thankfully mine went well last year. "

Mine were on my birthday for about three years on the bounce. It was delayed a week in 2021 so happened at the start of Dec instead

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By *ryandseeMan
over a year ago

Yorkshire

Depends on process and documentation you use. Do they complete the same themselves? It's easier to work from that. Try and follow the sandwich approach, good/needsimprovement/good. Tbh usually these things run well if you have good policies and procedures in place. Hope it all goes well for you.

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By *emorefridaCouple
over a year ago

La la land

I find it all a boy pointless with kpi and all that bollocks. Luckily my line manager whom I meet one a week and lives in the office next door, think they are too so they aren't very long.

Would say as an employee I appreciate genuine constructive feedback and how I might aim for the next promotion etc. Means to me you're taking an interest above what I can do for you.

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By (user no longer on site)
over a year ago

Ah I left all that bobbins behind, thankfully. No more of that again!

I won’t say my thoughts out loud on the whole annual review process, having been on both sides of the fence (being reviewed and as a reviewer with a large team) as I don’t want to disillusion anyone going through it now.

Other than to say what you say or do during the review is likely to do little to change the pre-perceived view of your performance that your boss / corporation has already made!

Good luck though! I hope it goes well

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By (user no longer on site)
over a year ago

I’m going to try and see mine as an opportunity to ask for more from my employer, rather than focussing on my productivity. It’s a two way thing. Are there any courses you’d like to do and ask for funding? How would it benefit you in your role and the people you manage? Are there any policies or procedures that you’d like to see improved to help your team? Maybe ask to record the meetings so you can enjoy an informal discussion and make notes later, if you struggle with words. Hope they go well. I know what you mean though, I don’t enjoy them, either!

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By *ranny-CrumpetWoman
over a year ago

The Town by The Cross

Select three things that the team member does particularly well and how this has helped ( what ever it is you do )

Then suggest one area that they may benefit from to make progression and add to their knowledge and skills. DO NOT talk about 'needing' a certain thing or 'not being able' to do a certain thing. Keep everything positive. Praise the stuff they do well .......

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By *iamondCougarWoman
over a year ago

Norfuck! / Lincolnshire

Positive encouragement and reinforcement of the value of their work. Support where they need it. Recognition of a job well done if they have

Negative comments result in negative work productivity/approach and also results in a demoralised team

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By *ily WhiteWoman
over a year ago

?

I used to begin every one by asking my old manager why he still wasn't a very good manager, because if he was he wouldn't have to ask any of his small team to justify why we need a pay rise because he'd know what our work rate and quality was like throughout the year.

But I fill the blasted forms in anyway, and I'm in sales so of course they wax lyrical about how fantastic I am...always backed up by figures. I once did a full presentation with graphs and pie charts, and insisted on putting it on the projector and making him listen to it, just because it amused me to make a farce out of the whole ridiculous process...I still only got the standard 2% raise

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By *hunky GentMan
over a year ago

Maldon and Peterborough

Just leave the paddle and bullwhip on your desk.

That should make things more relaxed.

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By (user no longer on site)
over a year ago


"I used to begin every one by asking my old manager why he still wasn't a very good manager, because if he was he wouldn't have to ask any of his small team to justify why we need a pay rise because he'd know what our work rate and quality was like throughout the year.

But I fill the blasted forms in anyway, and I'm in sales so of course they wax lyrical about how fantastic I am...always backed up by figures. I once did a full presentation with graphs and pie charts, and insisted on putting it on the projector and making him listen to it, just because it amused me to make a farce out of the whole ridiculous process...I still only got the standard 2% raise "

That’s brilliant!!

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By *inky_couple2020Couple
over a year ago

North West


"I used to begin every one by asking my old manager why he still wasn't a very good manager, because if he was he wouldn't have to ask any of his small team to justify why we need a pay rise because he'd know what our work rate and quality was like throughout the year.

But I fill the blasted forms in anyway, and I'm in sales so of course they wax lyrical about how fantastic I am...always backed up by figures. I once did a full presentation with graphs and pie charts, and insisted on putting it on the projector and making him listen to it, just because it amused me to make a farce out of the whole ridiculous process...I still only got the standard 2% raise "

We have to have staff fill in the forms (and I have to fill them in too) and if people don't write certain types of things as "evidence" then we as managers have our decisions on differential pay rises overturned by senior managers at head office. These senior managers do not know my team and just make an ehpaper based judgement.

Some of my team deserved higher pay rises in the past but because they decided they couldn't be bothered putting in this very specific language, my judgement of a higher rise was reduced back down to the bog-standard pay rise.

You can imagine how that harms the manager-team member relationship

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By (user no longer on site)
over a year ago


"I cry and hope something happens that means they don't go ahead or I can't attend mine.

Thankfully mine went well last year. "

I always appreciate constructive feedback though but I also appreciate being told what I'm doing well at or if I'm achieving better than they would expect, just so I know I'm still doing an OK job. Sometimes I just feel like a 'part' (of course I am, I'm replaceable). I'm just glad I'm still WFH on flexible working hours and they haven't hinted at me going back into the office. Yeah I might have to work in the evenings but I enjoy that.

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By *ily WhiteWoman
over a year ago

?


"I used to begin every one by asking my old manager why he still wasn't a very good manager, because if he was he wouldn't have to ask any of his small team to justify why we need a pay rise because he'd know what our work rate and quality was like throughout the year.

But I fill the blasted forms in anyway, and I'm in sales so of course they wax lyrical about how fantastic I am...always backed up by figures. I once did a full presentation with graphs and pie charts, and insisted on putting it on the projector and making him listen to it, just because it amused me to make a farce out of the whole ridiculous process...I still only got the standard 2% raise

We have to have staff fill in the forms (and I have to fill them in too) and if people don't write certain types of things as "evidence" then we as managers have our decisions on differential pay rises overturned by senior managers at head office. These senior managers do not know my team and just make an ehpaper based judgement.

Some of my team deserved higher pay rises in the past but because they decided they couldn't be bothered putting in this very specific language, my judgement of a higher rise was reduced back down to the bog-standard pay rise.

You can imagine how that harms the manager-team member relationship "

I understand the reasoning behind it, I had a lengthy discussion about it with the VP of HR at the company I used to work for...I still think it's a poor process that can lead to discrimination because of favouritism and personal bias, and he agreed with me. But that company had a very toxic culture anyway, which is why I no longer work there.

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By (user no longer on site)
over a year ago

[Removed by poster at 02/02/22 18:27:23]

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By *inky_couple2020Couple
over a year ago

North West


"I used to begin every one by asking my old manager why he still wasn't a very good manager, because if he was he wouldn't have to ask any of his small team to justify why we need a pay rise because he'd know what our work rate and quality was like throughout the year.

But I fill the blasted forms in anyway, and I'm in sales so of course they wax lyrical about how fantastic I am...always backed up by figures. I once did a full presentation with graphs and pie charts, and insisted on putting it on the projector and making him listen to it, just because it amused me to make a farce out of the whole ridiculous process...I still only got the standard 2% raise

We have to have staff fill in the forms (and I have to fill them in too) and if people don't write certain types of things as "evidence" then we as managers have our decisions on differential pay rises overturned by senior managers at head office. These senior managers do not know my team and just make an ehpaper based judgement.

Some of my team deserved higher pay rises in the past but because they decided they couldn't be bothered putting in this very specific language, my judgement of a higher rise was reduced back down to the bog-standard pay rise.

You can imagine how that harms the manager-team member relationship

I understand the reasoning behind it, I had a lengthy discussion about it with the VP of HR at the company I used to work for...I still think it's a poor process that can lead to discrimination because of favouritism and personal bias, and he agreed with me. But that company had a very toxic culture anyway, which is why I no longer work there. "

Oh I agree it's a ridiculous system. Even before it was introduced where we work, all the flaws were pointed out by lots of people but it was brought in, despite the "consultation" process. I don't know anyone who actually thinks it's a good system.....

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By (user no longer on site)
over a year ago

I think it's important to treat people individually, focus on the positives and see the areas of development as an opportunity.

Ask them to get peer feedback so they have a view from a different person.

Have a target to aim for at the next review and continually informally provide feedback.

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By (user no longer on site)
over a year ago

I cut and paste the last one, just change the date..

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By *ysyphusMan
over a year ago

Starbase K-7

I used to write them, but I also used to fire back at my superiors in mine, to show their shortcomings. I recorded them too...

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By *yron69Man
over a year ago

Fareham

I say mate you’re a cunt. But you’re sexy brother. Then I finish my tea and go out for pussy.

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By *icecouple561Couple
Forum Mod
over a year ago

East Sussex

I eventually came to realise that in the organisation I worked for they were a pointless, box ticking exercise. I used to take my time suggesting things, giving feedback etc. refused to sign them off if I disagreed with the final draft and generally engaged with the process. Nothing ever came of it and eventually I turned up, sat down, listened and either agreed or disagreed with what was said and stood up to leave. My shocked manager asked was everything ok, could they do anything blah de blah. I smiled replied "no thanks" and requested voluntary redundancy shortly afterwards.

I think if both people feel that there's a positive reason to engage in the process they can be a good thing, otherwise they waste everyone's time

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By *ong-leggedblond OP   Woman
over a year ago

Next Door

I've completed my appraisal just need to read again before submitting it.

Had feedback from a few colleagues and I had tears rolling down my face, in a good way.

Thankfully no one can see me.

I will decline my appraisal review with my manager on video as I will be a blubbering mess.

I just turn up and do my job, to the best of my ability.

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By *ong-leggedblond OP   Woman
over a year ago

Next Door

Yes, a lot of appraisal are just a tick exercise for hr. Rarely are pay rises given out on the back of people exceeding all goals.

They can highlight the weaker members and where training is needed and is hard for people who can't blow their own trumpet or one's who think they can but make an mess of it.

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By *stbury DavenportMan
over a year ago

Nottingham

The current appraisal structure at our place is a particularly unfunny joke. It's intense, intrusive, overly complex, and completely pointless. It's literally impossible for me to get any sort of pay increase without changing roles. Totally demotivating, because no matter how hard I work, I won't be rewarded for it in any way.

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