Performance management, advice/help

high-voltage

Hi there,

I'm after some advice/help with a problem I'm having at work.

Recently, I had my annual performance review (1st one with my new employer), unfortunately it didn't go so well, and not to get too bog down with the details, but basically, I felt it was very unfair, very negative, and conducted poorly by my boss. I made my feelings clear about during and afterwards, to both my boss and HR. And heard no more on the matter, other than this has been noted. That was that.

Now, my boss, who has only been with our team a short time has presented me with a performance management form. Citing I must sign, and complete this form, and achieve all the criteria set out, etc.

Here lies the problem. I've never done PM before, but the form is utter crap, the criteria, is complete rubbish, it is like being in kindergarten, it just stupid.

So, I'm thinking of making of a formal rebuttal for the performance management review to HR. But this whole situation is really stressing me out, I'm angry and annoyed about it - I'm literally on verge of quitting, especially as the PR was an ordeal on it is own.

I'm really down - because I like my job, and I don't want to quit, but I could really do without this rubbish from my !!!! of a boss, jobs-worth, I just know I will raise to HR, and it will drag on, etc.....

Any words of wisdom, please let me know, thanks! AJ

Takeaway_Addict

So, they say you're not doing well enough in some areas and you disagree?

Do you actually disagree that the criteria can't be met or are you just off on one as you expected to go through with flying colours and it's not gone down that way?

Ultimately talk to them about it and negotiate but if they refuse then there is little you can do. I presume you haven't worked there 2 years yet?

high-voltage

Correct. I strongly disagree, and I made this clear.

No, I'm not having a rant over criticism received. I expected some criticism, with areas to approve, etc. I just don't agree with the PM it utterly ridiculous, I'm senior in my role, this feels unnecessary, especially with the mountain of actual business issues, with the client, budgets, etc.... (which is a whole another matter).

1-year, 7 months.

Takeaway_Addict wrote: »

So, they say you're not doing well enough in some areas and you disagree?

Do you actually disagree that the criteria can't be met or are you just off on one as you expected to go through with flying colours and it's not gone down that way?

Ultimately talk to them about it and negotiate but if they refuse then there is little you can do. I presume you haven't worked there 2 years yet?

elsien

Well if the performance management criteria are that easy then why not go ahead and meet them. Then they have no grounds to sack you as you're not meeting the standards.
Whereas if you stop out or refuse to make improvements you're basically handing them a loaded gun and inviting them to get on with it.
Your choice.

Would any of your targets be about manner or attitude by any chance?

high-voltage

No, not manner or attitude. I don't think they can sack me.

elsien wrote: »

Well if the performance management criteria are that easy then why not go ahead and meet them. Then they have no grounds to sack you as you're not meeting the standards.
Whereas if you stop out or refuse to make improvements you're basically handing them a loaded gun and inviting them to get on with it.
Your choice.

Would any of your targets be about manner or attitude by any chance?

elsien

They can if they have concerns about your performance which you refuse to address. That's the point of performance management - for the employee to either reach the required standard or if they don't, for the company to use the plan as evidence if looking to go to disciplinary/ dismiss on capability grounds. That's the worst case scenario, anyway.

If you like the job and want to keep it, you need to try to engage with the process, even if you think it's complete rubbish. Ideally without a standoff with your boss. Presumably you had some awareness of areas that you could do better in before the appraisal; could you go back with your own constructive suggestions as to actions you could take that might help. And take the opportunity to ask for more help/training if you need it to meet the standards. A boss is going to look unreasonable if you need support/training of xyz to meet your performance management targets and he's not supplying it. Especially if other work is getting in the way.
Edit - the chances are that HR have already seen and agreed the plan.

getmore4less

Takeaway_Addict wrote: »

. I presume you haven't worked there 2 years yet?

high-voltage wrote: »

1-year, 7 months.

high-voltage wrote: »

I don't think they can sack me.

They can.


Get to the bottom of the real issue and who drives the business, that's not HR, and unless your boss is the BOSS it's not them either


Sounds like you don't fit in or are not delivering or being set up as a fall guy if there are issues.

ohreally

^^^^^^^

Your employer may be about to start the ball rolling to manage you out the door.

Do you have trade union membership?

FBaby

The message you want to convey is not very clear. Are you saying that going through the process is just stupid because the criteria seem irrelevant? I assume doing PR is organisation process and everyone goes through it? At least everyone they feel are not achieving to expectations?

I'm afraid you feeling they are a waste of time is common to many workers, but it's one of those process you just have to go along with. The company needs to protect itself so that if they feel an employee is not achieving, they can get rid of them and have evidence that it wasn't unfair dismissal.

You can question some of the things highlighted that you don't agree with and ask if you can meet again to discuss and review what you are expected to achieve, but questioning the whole process is only going to put you on the black list.

cazziebo

Most performance management/appraisals systems I've come across in my life are not fit for purpose - based on a ridiculous teacher/child basis.

A lot of companies adopt them because they feel it's what they have to do - really successful companies hire good people, explain what needs done, and let them get on with it. When Marcus Buckingham's book First Break All the Rules Came Out there was a chink of light in the HR profession and the annual appraisal started to get ditched. But some companies hold on often implementing a form some HR person took from heir last place or downloaded from the net.

However, that's irrelevant. If them's the rules, them's the rules. You have three choices:

1. Play the game and do as you're told
2. Leave
3. Change the rules by getting promoted into a position where you have that authority or influence

In reality, a grievance or complaint is unlikely to go far because at the end of it all, it's mainly subjective with the senior person's view winning over.

I_Can_Haz_Job?

It might seem unfair but as you have been there under two years I recommend you nod, smile and do as you're told. You can be dismissed for any reason if you've been employed there under two years - the fact they're giving you a chance to turn things around should be seen as a positive. Trust me, if you get into the position of having to claim JSA you will look back and kick yourself for not complying. If you think this level of hoop-jumping is bad, wait til you have to deal with the many delights of the DWP! You must also consider the potential impact on future job applications and your CV. A lukewarm or downright bad reference combined with having to explain your reason for leaving the job will not make you the most appealing candidate.