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 ...


127

Can I do anything to still solve the situation before quitting? Yes, by not trying to do anything. My manager said I wasn't with the company long enough for him to have trust in me and give me a better grade and that I worked too much and he didn't want to praise that. All signs of an incompetent manager. A manager should be able to find whether a new ...


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 ...


87

I had my performance review yesterday. We have 4 performance grades. I got the second worst one ("Meeting expectations"), with consequences for my yearly bonus and the maximum salary increase I can get this year. I'd like to add that this is a common tactic of a bad company that doesn't care about their employees. The fact that they never told you ...


84

No. In general, avoid revealing your disabilities and shortcomings unless they grant you legal protection. In an ideal world, the employer will understand you and handle this in a perfectly professional manner. But in reality, disabilities, especially mental ones come with a plethora of stigmas, exaggerations, misinterpretations and misunderstandings. Your ...


77

3 words: Get. Out. Now. You said you came into the job and it was a total mess. In 8 months you turned it from a disaster zone into a functioning work environment; not a great one, but functioning. That's a HUGE accomplishment. You were given objective praise for that. The problem is, your boss "expected" something that wasn't really ...


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 ...


40

Getting feedback from your peers is nothing unusual and your boss only suggested that you meet and even did not request your colleague/friend to submit anything to him. Peer Feedback is also part of the 360-degree_feedback. Asking a friend in a private out-of-work meeting is imho the best option to get honest feedback without any repercussions, so I think ...


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 ...


28

Sometimes management think that "360 degree" appraisals are a good idea. You really don't want to get HR involved in any meetings. I assume you also don't want to stab all your colleagues in the back. So this is your opportunity to say what is good about your colleagues. Then anything that needs improvement becomes "training opportunities&...


25

Assuming that this is the first (and expectedly last) time this happening, I don't see it as a very big issue. However, the way you handled it is sub-par, and needs fixing. The wrong was not done when you did not get a chance to read/ respond to the email - people miss emails all the time, universe is not going to end for not reading an email / taking action ...


21

I'm trying to rationalize what your boss has in mind. However, if you say: I worked incredible hours. My boss recognized my achievements several times, including in front of larger teams and his boss. But, after a grading such as second worst one grade ("Meeting expectations"), with consequences for my yearly bonus and the maximum salary ...


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

At the performance review put a positive spin on this. You had a problem, you got it diagnosed and are fixing it. You expect things to improve due to the treatment and have ideas for changes you could make at work to address the issue. Everyone faces challenges, what matters is how you rise to them. In the EU and the UK (at least until brexit hits) your ...


17

You're approaching it from the wrong angle. Instead of saying "I've done x, y z, don't I deserve a better title", try "Here are my accomplishments. What are the requirements for a promotion to the next level?". It may be that in going thru the requirements, your manager will realize that yes, you do deserve a promotion. Or he may list ...


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 ...


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 ...


16

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 ...


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 ...


13

The description of your predicament is very common. Nearing the later stages of my work life, I can confirm what others have already suggested - this is a toxic work environment. The indicators are clear, and for some reason people are dismissing them. The previous person created a bad environment that, on top of you "job description", you are ...


13

The problem here is not the email which you hadn't yet responded to. The problem is the "Uh OK" response to the follow-up phone call. Obviously the matter was urgent if you got a follow up call in such a short time. But the "uh ok" response dismisses the urgency of the problem and that can easily make anyone red-hot angry. It seems like ...


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 ...


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