Appraisals @ work - Tilted Forum Project Discussion Community

Mad_Gecko · 10-23-2003, 03:45 PM

Well, it's that time of year again. As sure as the pumpkin's come out and the Xmas decorations hit the stores, we have to face the annual Performance Review.

I have just attended Another course (1 per year, now) on evaluating staff. This is pretty subjective stuff, but they want us to present it in an objective way as this will effect their total comp. for the year. (we live on Bonuses).

Anyone else been either the target or (worse IMO,) the deliverer of one of these ? I mean this thing can fuck up a year for someone. I would like to have every single person deliver an appraisal because they would experience the "other" side. Unfortunately there are a few people who have to make the "decision" and justify it. I already know who should get what, and also know on that same criteria what I should get.

I guess I'm asking how do you deal with those who won't accept the bad news? Also anyone else who delivers these things, is it a discussion or is it a statement?

PS: A DSaR (Document, Search, and, Recover) won't reach here, as long as it's anonymous.

bermuDa · 10-23-2003, 04:33 PM

tell them the decision's been made and there's nothing you can do about it. Their work has been evaluated fairly and their bonus has already been accounted for/the payment is already being processed/the check has already been cut. If they don't like how they fared then they should try working harder next time.

Cardinal Syn · 10-23-2003, 05:04 PM

I tell people they have Cubix Zirconia's all the time. Some people complain some say there gonna go kick their husband's asses :>

But i think your talking about somthign else :>

i8one2 · 10-23-2003, 08:10 PM

My appraisal at work on whether I do my job is very simple. If I am doing well, my Ms. Boss smiles and and is in a pretty good mood, if I screw up, she takes her right hand and gives me a good smack right in the back of my head, and calls me an idiot.
This has worked for us for over 7 years.
Money, raises and are gift for as far as I'm concerned, and they have afforded me a life where I really have no needs.
They make me feel like I'm part of the family, give me respect and would do anything for me, and I do they same for them, plus we have plenty of FUN.
I love my bosses and they love me, what more is there?

absorbentishe · 10-24-2003, 05:07 AM

Well, the first year I had to give a review, and a bad one at that, I presented to this person all the issues (documented of course) for my case. This person thought I was out to get them, which I was not, I only wanted to see improvement. This person went to HR, but HR and I spoke ahead of time, and knew it was coming, and stuck with me. This approach was very negative for about a month, but after that, this employee improved as expected.

damhna · 10-24-2003, 06:01 AM

We have PEP's (personal Improvment Plan) to address this situation.

How this works is to take the guys performance apart , with him , and then reason and explain where he is not meeting expectations , and by working together come up with a target or goal based plan for him to meet.

I have always found that firm but fair is the way to go.

Respect is a must , this guy might have a family to feed , a chip on his shoulder , a learning disability or any number of things you dont know about.

That however is not the companies concern , he is being paid to perform a task and is not reaching the standards being set by peers.
Analyse why ?
Is more Training required ? A mnetoring system ? would he benefit from shift work ? Any personal difficulties ?

No matter what happens the guy is going to be dissapointed he doesnt get his raise , howwever he needs to leave the review understanding why and understanding what he needs to do to make it next time out.

Dont hesitate to explain that you have a set budget for increases and that you need to recognize and reward your top performers. Or any other rationale behind your decision.

In my experience , any one not doigng a great job is fully aware of it already.

Explain why this decision has been made.

I have found it very helpful to have quarterly reviews where no raises are at stake , but points are awarded for achieving particular goals or targets. Come end of year you can explain that he is in the X%ile and so it becomes a lot easier to rationlize the decision. It is also a great aid to making sure that you are not unfairly treating a guy who may have had a terrible month that is at the front of everyones mind but is not indicative of what his yearly performance has been.

So points to remeber:

The employee has his own agenda and that has to be respected.

Dont be dictatorial (dont get into "that's the way it is")

Explain your rationale

Set achiveable and mutually agreed targets for improvment.

If the guy still has a grievance with how it has gone and you have followed the above advice then you can explain to him the appeals procedure if there is one .

Advise him that if he feels tha the decison is unfair or that not everything has been taken into account , invite him to put his case to HR or MD or whomever , and explain that what you will do is put forward the case you have just made to him.

Its all gotta be amicable.

Giving HR a heads up if appropriate is a good idea as mentioned by absorbentishe

Oh and one last thing , leave the door open , suggest an interim review a month or two down the line to see if the PEP is working or if focus has changed etc.

GoodLuck Mate

damhna · 10-24-2003, 06:22 AM

You know that might sound very touchy feely.

You do need to tailor the experience to you env. and your staff.

A bit of nuture wont go wrong though.

I should explain that I am delivering reviews to a team of skilled techs at the top of their game. These guys are quite literaly the best at what they do , and one of our targets is how much they publish in a given year.n We make allowances for those who have been abroad for any length of time consulting to government.

Given that environment we have many perks and egos' to match.

They know their worth and there is an element of prima donna behaviour.

I have come from their ranks and so have a degree of respect from them.

Because of this situation and the vlaue of these guys to the company , nuturing is important. nay vital.

You however , may be in a position to say to someone "like it or lump it buddy .. I can have someone in your seat in a week , you need us more than we need you so take your 2% and shut up"

I think Im going to go home and practise that on a stuffed toy actually.

10-23-2003, 03:45 PM	#1 (permalink)
Mad_Gecko Pro Libertate Location: City Gecko	Appraisals @ work Well, it's that time of year again. As sure as the pumpkin's come out and the Xmas decorations hit the stores, we have to face the annual Performance Review. I have just attended Another course (1 per year, now) on evaluating staff. This is pretty subjective stuff, but they want us to present it in an objective way as this will effect their total comp. for the year. (we live on Bonuses). Anyone else been either the target or (worse IMO,) the deliverer of one of these ? I mean this thing can fuck up a year for someone. I would like to have every single person deliver an appraisal because they would experience the "other" side. Unfortunately there are a few people who have to make the "decision" and justify it. I already know who should get what, and also know on that same criteria what I should get. I guess I'm asking how do you deal with those who won't accept the bad news? Also anyone else who delivers these things, is it a discussion or is it a statement? PS: A DSaR (Document, Search, and, Recover) won't reach here, as long as it's anonymous. __________________ [color=bright blue]W[/color]e Stick To Glass "If three of us travel together, I shall find two teachers." Confucious

10-23-2003, 04:33 PM	#2 (permalink)
bermuDa don't ignore this--> Location: CA	tell them the decision's been made and there's nothing you can do about it. Their work has been evaluated fairly and their bonus has already been accounted for/the payment is already being processed/the check has already been cut. If they don't like how they fared then they should try working harder next time. __________________ I am the very model of a moderator gentleman.

10-23-2003, 08:10 PM	#4 (permalink)
i8one2 COMPLETED and A TRAINER Location: BEAN_TOWN	My appraisal at work on whether I do my job is very simple. If I am doing well, my Ms. Boss smiles and and is in a pretty good mood, if I screw up, she takes her right hand and gives me a good smack right in the back of my head, and calls me an idiot. This has worked for us for over 7 years. Money, raises and are gift for as far as I'm concerned, and they have afforded me a life where I really have no needs. They make me feel like I'm part of the family, give me respect and would do anything for me, and I do they same for them, plus we have plenty of FUN. I love my bosses and they love me, what more is there? __________________ LEATHER, LATEX and LACE "SSC" "Nothing That Gives Pleasure is Bad" Quality is for those who know what they want and are at peace with what they have. "S/M is about emotion; the erotic tension between my impulse toward something and my resistance against it."-- Virginia Barker

10-23-2003, 05:04 PM	#3 (permalink)
Cardinal Syn Insane Location: Arizona	I tell people they have Cubix Zirconia's all the time. Some people complain some say there gonna go kick their husband's asses :> But i think your talking about somthign else :>

10-24-2003, 05:07 AM	#5 (permalink)
absorbentishe Boy am I horny today Location: T O L E D O, Toledo!!	Well, the first year I had to give a review, and a bad one at that, I presented to this person all the issues (documented of course) for my case. This person thought I was out to get them, which I was not, I only wanted to see improvement. This person went to HR, but HR and I spoke ahead of time, and knew it was coming, and stuck with me. This approach was very negative for about a month, but after that, this employee improved as expected.

10-24-2003, 06:01 AM	#6 (permalink)
damhna Tilted	We have PEP's (personal Improvment Plan) to address this situation. How this works is to take the guys performance apart , with him , and then reason and explain where he is not meeting expectations , and by working together come up with a target or goal based plan for him to meet. I have always found that firm but fair is the way to go. Respect is a must , this guy might have a family to feed , a chip on his shoulder , a learning disability or any number of things you dont know about. That however is not the companies concern , he is being paid to perform a task and is not reaching the standards being set by peers. Analyse why ? Is more Training required ? A mnetoring system ? would he benefit from shift work ? Any personal difficulties ? No matter what happens the guy is going to be dissapointed he doesnt get his raise , howwever he needs to leave the review understanding why and understanding what he needs to do to make it next time out. Dont hesitate to explain that you have a set budget for increases and that you need to recognize and reward your top performers. Or any other rationale behind your decision. In my experience , any one not doigng a great job is fully aware of it already. Explain why this decision has been made. I have found it very helpful to have quarterly reviews where no raises are at stake , but points are awarded for achieving particular goals or targets. Come end of year you can explain that he is in the X%ile and so it becomes a lot easier to rationlize the decision. It is also a great aid to making sure that you are not unfairly treating a guy who may have had a terrible month that is at the front of everyones mind but is not indicative of what his yearly performance has been. So points to remeber: The employee has his own agenda and that has to be respected. Dont be dictatorial (dont get into "that's the way it is") Explain your rationale Set achiveable and mutually agreed targets for improvment. If the guy still has a grievance with how it has gone and you have followed the above advice then you can explain to him the appeals procedure if there is one . Advise him that if he feels tha the decison is unfair or that not everything has been taken into account , invite him to put his case to HR or MD or whomever , and explain that what you will do is put forward the case you have just made to him. Its all gotta be amicable. Giving HR a heads up if appropriate is a good idea as mentioned by absorbentishe Oh and one last thing , leave the door open , suggest an interim review a month or two down the line to see if the PEP is working or if focus has changed etc. GoodLuck Mate

10-24-2003, 06:22 AM	#7 (permalink)
damhna Tilted	You know that might sound very touchy feely. You do need to tailor the experience to you env. and your staff. A bit of nuture wont go wrong though. I should explain that I am delivering reviews to a team of skilled techs at the top of their game. These guys are quite literaly the best at what they do , and one of our targets is how much they publish in a given year.n We make allowances for those who have been abroad for any length of time consulting to government. Given that environment we have many perks and egos' to match. They know their worth and there is an element of prima donna behaviour. I have come from their ranks and so have a degree of respect from them. Because of this situation and the vlaue of these guys to the company , nuturing is important. nay vital. You however , may be in a position to say to someone "like it or lump it buddy .. I can have someone in your seat in a week , you need us more than we need you so take your 2% and shut up" I think Im going to go home and practise that on a stuffed toy actually.