Annoyed with feedback from annual appraisal

[lyonspride]

DanL said:

lyonspride said:

Sounds more like bullst to me

First it's a backhanded compliment, it opens you up and then sts down you're throat, I guarantee everyone has the same experience.
Second it's a carrot on a stick, it's saying "try harder" and maybe you can be like me.
Third it's gaslighting you into thinking you're not good enough to do it on you're own, which the most damaging part of this.
Forth it's asserting dominance, you have to rely on this person to tell you what to do and how to think.

I know it's just an example, but that's got to have come from experience.

I think that comes from your experience, rather than what’s been written.

I think i've never had a manager who actually knew what I do, or how I do my job, how can a manager give constructive criticism about something they know nothing about?

Let's say I do two jobs repairing a large electro-mechanical device (keeping it simple). So I took 6 hours to do one job and 30 minutes for the next one, but paper records only show the end result, not how much work went into it........ The fact that I poured blood sweat and tears into that 6 hour job seems to mean nothing at all, and THEN they have the nerve to measure technical ability based on productivity, not on how reliable your work is and how few warranty returns you see.

Putting it into perspective, does an airline pilot get criticised for one flight taking 9 hours and another taking just 3? No, because the later was a shorter flight and anyone with any sense can see that.

I would add that my manager in that case knew it was all BS and said he just has to go through the motions, sound bloke actually.

[Johnnytheboy]

If there's one thing I've learned from threads in this forum, it's that I'm really glad lyonspride doesn't work for me.

[anxious_ant]

Johnnytheboy said:

If there's one thing I've learned from threads in this forum, it's that I'm really glad lyonspride doesn't work for me.

Indeed, certainly shows characteristics of someone totally unemployable, avoid at all cost!

[PorkInsider]

I'm actually quite surprised at the number of people who are seemingly unaware of 360s or who don't believe they really are 360 degrees.

I was a manager in one of the biggest multinationals a decade or more ago and we used 360s - properly 360 so mine included feedback from my manager, managers of other teams I had contact with, my reports and also some internal and external customers and suppliers.

There's nothing wrong with them, if they're properly administrated, but they do rely on people being able to accept feedback and reflect on it. They're also not a substitute for managing people properly.

In the main, the people I found to have a problem with it were the people who everyone else had a problem with.

[Stigproducts]

There should be no surprises in performance reviews. Google it, there are tns of results, like this one

"If an employee is caught off guard by performance review feedback, the manager has not been doing a good enough job of managing that employee.

Avoiding surprises in performance reviews essentially comes down to two key elements: setting clear expectations and providing regular feedback on performance relative to those expectations."

Sounds like this situation would make some good feedback about your manager, to her manager, as she is doing a st job.

[Rushjob]

Stigproducts said:

There should be no surprises in performance reviews. Google it, there are tns of results, like this one

"If an employee is caught off guard by performance review feedback, the manager has not been doing a good enough job of managing that employee.

Avoiding surprises in performance reviews essentially comes down to two key elements: setting clear expectations and providing regular feedback on performance relative to those expectations."

Sounds like this situation would make some good feedback about your manager, to her manager, as she is doing a st job.

This 100% - what has this manager been doing in the intervening 11 months?
At least I would expect a monthly 1 to 1 with any of my team, both to see how they feel they are doing and for me to ensure that they are hitting the appropriate targets and performance criteria for their role.
To turn around after 12 months to say you're not up to spec simply says to me that the manager doesn't know the first thing about motivating and managing a team and has been promoted at least one stage beyond their competency level.

[ChocolateFrog]

Corporate bullst.

I assume the pay is good and that's what ensures good people tolerate said BS.

[lyonspride]

ChocolateFrog said:

Corporate bullst.

I assume the pay is good and that's what ensures good people tolerate said BS.

Or it's just fear....

I've come across this a lot, most people will abandon or actively st on their colleagues through fear, they'll stay in a bad job because they've been gaslighted so hard that they think they wouldn't be able to get another one.

I think we've all worked with the typical browbeaten, head in the sand, beta employee, who hates their job, tolerates all the BS and never speaks out. Miserable existence if you ask me......

[AW111]

This is a very revealing thread.

[sutoka]

In one of my old jobs which I'd been in about 6 years they had a new manager who had been in the job about a month from a completely different industry. For the annual appraisal he gave me a few A4 sheets with simple questions about daily tasks and a box to give myself a score out of 5.

Honestly it seemed to be compiled by a child it was so daft. So given that I completely all the tasks to a high standard and never had any complaints I marked myself a 5 for every single question.Then about a week later he called me up to the office to ask why I'd given myself 5 for everything. "Well I do everything to a high standard and nobody has ever said otherwise" was my reply

He said "but nobody gets a 5" so I ask what else he thought I could do, " I'm not sure" came the response. So I said 'well lets just leave it all the 5's then" and I walked out. He left after 3 months.

Edited by sutoka on Tuesday 29th June 06:51

[ATG]

360s work well if your manager is competent and you work with good people whose opinions you value. And if your manager is competent and you work with good people whose opinions you value, then you don't need a formal 360 process in the first place because the feedback with be continuous and organic. So what do we conclude about firms that end up formalising 360 processes?