184

Do not lead with the good news and then end with the downer. That is not a workplace thing, that is a general communication rule. In addition, focus on the fact that the employee is in a group of peers. They are not singled out. It's the same for all in the company, you are all in this together. So you could say something like As you know, the company has ...


159

They've admitted that they're lying to you, to every other employee, and to every potential job candidate, and have admitted to you that they intend to continue lying. My advice would be to forego any further conversations regarding this and start looking for a new position somewhere else. I know "Look for another job" is a pat answer, and is ...


105

How can I put my personal grievances aside and provide a fair performance review? Explain to HR your dilemma. Ask them for their recommendations and involvement. Since you clearly have issues that you cannot get past ("all I can think of are the negative things she has done this year. I recognize that this is probably because I am still sore and angry ...


89

That entirely depends. If they just sat there and looked at comments without understanding them, then it certainly is a poor indicator and I have never heard of it. If they actually understood the comments and saw a specific recurring problem with your code, that would be a pretty good indicator. So with this "improvement" they want you to do, did ...


66

My position has huge turnover so the company made a 90-day eval to figure out why no one sticks. The problematic piece here is the manager, and they are the reason for the turnover. It doesn't make sense that the evaluations go through them. You tried to do the evaluation with the manager, and they walked out on the meeting. You have attempted to be ...


41

Begin the process of firing her for the theft of another employee's personal property. Don't bother writing her performance review. You don't need one when an employee's been fired for cause. Sure, you sent her a thousand-dollar gift by accident. However, when she "returned" to you a much cheaper replacement gift in the same box, it went from being ...


37

The best way of evaluating her fairly on her work is to first determine in your mind the absolute best explanation for what happened. Try to imagine her point of view, and make the circumstances the best you can come up with. Here's one scenario: She received this expensive gift from her boss, it was quite unexpected, and while awkward, she sent a nice ...


35

When one needs to build estimation on an employee, it should consist of several factors. Not only on one thing. For example: You can do all your tasks at 1/10 of the time, but yell at people in the office. You can plan amazing systems that will never fail, but when you write code you are always using O(n^2) complexity. So to your question - The comments in ...


30

This depends heavily on your location (country, state, etc). Besides finding a new job, this may have impact on severance, unemployment and other contractual obligations. I recommend talking to a local labor lawyer. If you nailed the PIP and still got fired you may have a case of constructive dismissal here, which could give a strong negotiation basis. It's ...


19

Unfortunately, without knowing what the gift is, it's hard to say exactly what the right response is. But I think you severely lack empathy for the unfortunate situation you've put an innocent employee in. They may have had no idea of the value of the gift. They may have re-gifted it, sold it, or even discarded it. If you're unwilling to accept the loss of ...


18

This is an easy question. Yes, ask for a raise. The worst that can happen is that they say no. With that said, if you've worked at that company for 5+ years already, then it's probably time to move on. Employers rarely reward their long-term employees more than what another potential employer could give you.


17

Dealing with a bad performance review is unpleasant but simple & straight forward Don't argue. It's pointless. This IS the perception of your manager, whether you like it or not Ask your manager for help and how to improve. Create an actionable plan with quantitative metrics that you both agree on. Then track the plan preferably in weekly one-on-one ...


17

Well, you may definitely choose to leave after one poor review, but then you'd never get to work on the weak areas pointed to you in the "negative" review and overcome the shortcomings pointed out. If you really want to be make yourself better, take the review points, work on them and try to make it better. After you have done your part, if you ...


17

I'm pretty appalled by this. When I make technical comments on someone's work, I propose improvements that are within the capability of the relevant person to fix, and the more capable they are, the higher the standards I'm likely to apply when reviewing their work. As a manager, I would not be concerned with the comments other people were making on your ...


16

As I see it at least there is already an issue of fidelity and integrity for this employee Given that these are usually corner stones traits of the employee next to professionalism, why would you call it a personal grievance and not professional evaluation? At work people do not show themselves completely, its the little things that give us a glimpse in to ...


16

You have to ask yourself why you are being offered this? Companies rarely do things without a reason that provides themselves with a benefit. Sometimes they are just nice, but if they just wanted to be nice they would say "we will not tell future employers that you were fired for poor performance". The offer they have made means that they want you ...


14

So, the company wants to know why the position has high turnover, you pointed out a valid, concrete, reasonable reason why the job might have high turnover, and they basically told you to shove it? Yeah, this seems like a successful company, I can't possibly imagine why they have high turnover... I'm not sure I understand the process here or what's expected ...


14

Opinions differ on whether PIPs are just "you're fired!, but I don't have the paperwork yet" or not Whether PIPs are survivable differs significantly by company and no consensus opinion on whether you you should try and survive a PIP exists. Nobody here can know whether this particular PIP is survivable besides your own manager. Nor is it a general ...


12

Edited because some people don't understand the "Illegal" does not necessarily mean criminal. Go directly to a lawyer. In most states, initial consultation is free. They are almost certainly in violation of laws. California law makes it a misdemeanor when a former employer "by any misrepresentation prevents or attempts to prevent" their ...


12

I adjust my comments to fit the skill of the code's author, so just the presence of comments is not an indicator of their competence. It's an indicator of a reviewer that wants you to grow. There are also certain things that are easy for anyone to occasionally forget. Hopefully, your team leader understands that. However, I can also imagine a conversation ...


12

There are 2 possible things that could be happening here: This developer is very incompetent. You have a docker configuration for development, so it should be fairly simple to append whatever needs to be done for production. In theory you already have production infrastructure set up, and documentation (or a domain expert) on how to productionize the ...


11

From your question I can see the main cause of both problems you face. You're overly verbose when communicating. You could have cut this question in half and still had too much. If this is the style your manager and colleague are seeing I'm not surprised the latter doesn't want to assist you and the former has lost interest. Some people have little patience ...


11

I had this very news from my boss late in 2020. He explained that nobody was getting pay rises (which at least shares the burden equally) but there were some bonuses. I wasn't surprised about the pay rises, although the bonuses were unexpected. You will find some staff feel that if there is money for bonuses, there must be money for pay rises. It will be ...


9

Just carry on doing your work. You have already been promised a pay rise, I see no reason here that you won't get it. Comparing people with such a vast experience gap would be stupid. Your manager is probably watching the new hire for signs of burnout. It's pretty common for people to work extremely hard when they first get a new job and it's a novel ...


9

is this something I can improve on and recover from? Or is it just a matter of time before I'm fired, but now they can say I didn't meet the conditions of the PIP? Very often a PIP is just a formality before you are released. But some folks do survive a PIP and go on to be valuable and cherished employees. Your best bet is to make sure you completely ...


8

What did you do when you got a negative review/what would you do? That depends on the review. Is it something actionable that I am able and willing to improve? Then I try my best to improve. You can improve yourself and even get paid while you do it. Isn't that great? On the other hand side, if it's something that you cannot improve (maybe because it's just ...


8

This is utterly ridiculous and shameful. Imagine every single bit of work that your team leader does was reviewed according to strict standards like yours. How many comments would you be able to leave that imply he needs improvement? Just check his last ten emails to you. Is the English in them perfect? No spelling mistakes whatsoever, nothing missing, ...


7

Take this to heart: Salaries have nothing to do with age. There is only what you're worth and what you negotiate for. I spent 5 years at my current company, where they raised my salary by 10-15% a year but the value of my skills and experience was growing more like 30% a year. We eventually reached an impasse where they claimed they were being more than ...


6

You are most of the way there already The idea that you are not fit to be her boss or somehow at fault seems founded on an unrealistic expectation that anyone can be perfectly objective. It seems to me that she has been at best duplicitous, but in a personal context, and you are trying to look past it. I would suggest you ask her to list positive things she ...


6

I am curious at what point a negative performance review is essentially a dismissal. At the point where someone with authority to do so says "this is not good enough, you are dismissed, pack up your stuff and leave". Otherwise, it's just that, a review. Whether you should treat it as a signal to quit on your own is opinion-based. For me there are ...


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