How to prepare for a performance review when you were never given any objectives?

Hezzawithkids

I work as a contractor for an overseas company, I'm based in the UK and my immediate line manager is overseas. I've been in the job almost a year and I am about to commence negotiations for extending my contract for another year. As part of those discussions I have asked my manager for a performance review. My manager is a bit of a nightmare, he wastes no time telling me when I get something wrong and never tells me if/when I do a good job. The criticism doesn't bother me (I'm fairly thick skinned) but I've asked for the meeting to have a more constructive discussion, agree on my personal development and hopefully find out what I've also been getting right .

In preparing for the meeting I've realised that I don't have a set of objectives. I have a job description and a few lines from my contract about the job purpose, but no set KPIs to judge my performance against. This makes it a bit of a challenge when listing my achievements cos all I can do is tick bits off the JD. The organisation doesn't have an HR process that I can follow - I had to explain to may manager what a Performance Review is! - so I'm worried about appearing to fudge my achievements while still making it a constructive discussion.

Any ideas? I've asked my UK colleagues for some feedback which so fare has been very positive but again, none too specific.

mozzie1

I would use the job description and utilise the discussion to identify objectives/targets going forth. AS well as training potential etc or other areas in which the firm can help you achieve your targets.

Bear in mind that nothing should be a surprise in an appraisal... ie your manager cannot suddenly say you've been doing something wrong if they have never mentioned this in the past.

I'd be a bit wary also being appraised/reviewed by someone unless they have had specific training. Appraisals are great if they conducted correctly but if your manager is unsure of the process they can go awry and cause more trouble than they solve.

Also think appraisals need to be co-signed by another senior manager as well as your line manager and yourself so all in agreement. They then need proper monitoring at regular intervals, so not left for another year to see how you're doing?

Not to mention how this is all documented and how this is approached paperwork wise before the actual review meeting.

Think both you and your manager need to work out beforehand how this will be handled and whether it is a formal or informal process. Whether it is a proper appraisal or whether it is just an informal meeting to set some targets and how this is all documented and agreed on.

I understand you have no HR dept but your firm should set up an appraisal system and take advice in that case.

Good luck

jobbingmusician

I would set myself objectives for the past year, and detail how you have met those. After all, you must have had in mind what you were trying to achieve in your job - I agree that your mgr should have set objectives for you, but as he didn't do so, it won't hurt to demonstrate that you knew what you were doing!

anamenottaken

I don't know why you, as a contractor, are seeking a performance review. Why should he spend his time on discussing your personal development?

Such reviews are obviously not the culture of the organisation. Unless you are in an HR role and want to introduce such procedures company-wide, I do not think it appropriate to push it.

However, as you seem to have arranged a meeting - look at your achievements in carrying out the job. You are the one wanting the review, so use it in the way you want. There are obviosly no company rules about how they operate.

gibson123

I also don't understand why you are asking for this when it is not company policy. Bit now you have, I suggest simply listing your achievements and asking your manager to agree them.

Hezzawithkids

I've asked for it because with all the nit-picking that my line manager does I need to know if I'm doing a really good job or a really bad job and find out via a constructive face to face discussion. If its the former then I can set my sights on next year and set some goals, if its the latter then either I can ask for more training and support or I can look for another job.

Just because its not part of the normal process doesn't mean its the wrong thing to do. Who knows, I might teach them something (like how to better handle their on-site contractors perhaps)?

agrinnall

I think you need to proceed very carefully on this, as a contractor you have a business to business agreement with the client and I wouldn't consider they have any obligation at all to review your performance with you unless they want to. If you push this beyond what they are comfortable with the end result could be no contract at all.

Acc72

anamenottaken wrote: »

I don't know why you, as a contractor, are seeking a performance review.

Why should he spend his time on discussing your personal development?

I agree with the above.

It is quite simple - if the company think that you are doing a good job then you will get a new contract, if they don't you won't.

This is how it works - but you already know that .....

It is clear form your post that you are not your managers biggest fan, and it sounds as though you are looking for a confrontation / argument.

If so that is fine, but at least be honest about it (if only to yourself).

The manager is getting on your nerves so you are looking for an excuse to have a row.

All this "I want to know if I am doing a good job" is just an excuse, and strikes me as the kind of un-cooperative passive-aggeressive behaviour that nobody wants from a member of their team.

mozzie1

To be honest, it doesn't make business sense to me for an employer not to review performance of all staff including contractors as part of the contractual arrangement.

What was the exact arrangement as part of your contract? any mention in their about reviews or assessing progress.

However, it really needs to be done with a formal proper procedure if it is to work.

Maybe treat this one as an informal discussion and make sure that both your manager and you are looking at it this way. You have to be prepared to take some criticism from him but stress that going forward you'd like some clearer targets so that both of you can assess your continued performance until whenever the next contract date is up for renewal. Make sure this does not turn into an argument but is all about making a better job in the future.

I can totally see why you'd like to know how you're doing and to measure your performance by objectives/targets.

But worthwhile appraisal systems need to be properly introduced and conducted. Otherwise they become a nightmare. If the talk goes well, maybe it would be worth suggesting that a formal review system would be good for the firm to implement (but all this requires training and paperwork systems to make it work).

I helped implement a review system for a small educational charity that I am a trustee of where they had not previously had one in place. But I spent time looking at how it works and getting the right training courses for managers. It's not difficult and I am not a HR person (I am a journalist) so it does not necessarily need a HR dept in place for this to be put in place just someone in the firm who is able to do the required research and write a policy. ACAS is a great place to start... but if they are overseas they may have other help organisations to go to.

Takeaway_Addict

From what I can see there is very little point and its opening you up for a whole heap of trouble you didn't need.

I think you'll regret asking.

Hezzawithkids

Acc72 wrote: »

I agree with the above.

It is quite simple - if the company think that you are doing a good job then you will get a new contract, if they don't you won't.

This is how it works - but you already know that .....

It is clear form your post that you are not your managers biggest fan, and it sounds as though you are looking for a confrontation / argument.

If so that is fine, but at least be honest about it (if only to yourself).

The manager is getting on your nerves so you are looking for an excuse to have a row.

All this "I want to know if I am doing a good job" is just an excuse, and strikes me as the kind of un-cooperative passive-aggeressive behaviour that nobody wants from a member of their team.

Totally not true. I'm the least confrontational person on the planet so I'm not spoiling for a fight. They have already invested a lot in me to perform this role (training, toolkit, etc) and if they want me to continue i.e. carry on investing in me then I need to know (a) what I'm doing well and should carry on doing and (b) what I need to work on/improve. The fact that I've asked for the review is in my favour because it shows that I'm serious about doing well and continually improving so that I can serve them better. The fact of me being a contractor is merely a function of them being based overseas i.e. no UK office so can't go on their payroll. Please don't make sweeping generalisations about contractors - we are human beings like everyone else and need just as much support as permanent employees when it comes to personal development. The more I improve the better I get at my job and the happier the client is.