Outcome of yearly performance review doesn't match input

[Frimley111R]

Pedro25 said:

Corporate world!! I had this in 2015, part of a large team that I was in the top 2 for budgets, delivery, mentoring etc. Line manager's 1st question on my review "What do you think you could have done better?" I resigned there and then gave them 3 months notice, never went back to corporate again.

I don't get that, you weren't number 1 so could have done something better potentially. Sounds like you toko umbrage immediately and threw your toys out of your pram.

[craigjm]

Frimley111R said:

Pedro25 said:

Corporate world!! I had this in 2015, part of a large team that I was in the top 2 for budgets, delivery, mentoring etc. Line manager's 1st question on my review "What do you think you could have done better?" I resigned there and then gave them 3 months notice, never went back to corporate again.

I don't get that, you weren't number 1 so could have done something better potentially. Sounds like you toko umbrage immediately and threw your toys out of your pram.

Even people that are number 1 in their game can always strive to do better. It’s a basic tenant of continual improvement. The question is also a basic coaching question. If one really thinks they can’t improve / don’t need to improve then in reality they are deluded and resigning over it kind of confirms that. You can even turn the question round and make it not about you personally. Maybe there is something in the processes you are using, systems you are using etc that could be improved and would boost your performance as a consequence. If I was managing someone who “resigned there and then” frankly I would be relieved that I had dodged a bullet and a problematic employee was walking out the door.

[Chicken_Satay]

six wheels said:

Hi all,

This might be one of two threads, with the second about preparing my CV and profile for a new role.

In brief(!):
- I have been with an organisation for approx. 5 years.
- My formal job title and role has not changed, however...
-...in that time I've been asked to undertake a higher-level role with wildy higher accountabilities.
- Every single year - bar this - has seen an "outstanding" rating following our yearly review process.
- This year that rating is "*partially* hitting targets" despite probably better performance and stronger evidence than previous years.
- This differs to the review material I submitted where I demonstrated I was meeting or exceeding all targets.
- I have no clue what targets I am not hitting in full. Some informal/adhoc comments from my line manager, nothing written down.

It feels like either a hatchet job, or my face doesn't fit anymore. Either way this will cost me thousands come bonus time in the summer.

I am torn on this between shrugging it off and simply leaving, or instead being noisy and making trouble - and then leaving.

My logic is this:
- My role hasn't formally changed.
- There is no evidence of what targets I haven't met.
- *Something*. Grievance? Constructive dismissal?




Have you experienced similar?

How's my logic?


Thank you.

I read this topic with interest as I have a similar situation at work. Any updates? What was the outcome of any further detailed feedback conversations?

[MissChief]

Chicken_Satay said:

six wheels said:

Hi all,

This might be one of two threads, with the second about preparing my CV and profile for a new role.

In brief(!):
- I have been with an organisation for approx. 5 years.
- My formal job title and role has not changed, however...
-...in that time I've been asked to undertake a higher-level role with wildy higher accountabilities.
- Every single year - bar this - has seen an "outstanding" rating following our yearly review process.
- This year that rating is "*partially* hitting targets" despite probably better performance and stronger evidence than previous years.
- This differs to the review material I submitted where I demonstrated I was meeting or exceeding all targets.
- I have no clue what targets I am not hitting in full. Some informal/adhoc comments from my line manager, nothing written down.

It feels like either a hatchet job, or my face doesn't fit anymore. Either way this will cost me thousands come bonus time in the summer.

I am torn on this between shrugging it off and simply leaving, or instead being noisy and making trouble - and then leaving.

My logic is this:
- My role hasn't formally changed.
- There is no evidence of what targets I haven't met.
- *Something*. Grievance? Constructive dismissal?




Have you experienced similar?

How's my logic?


Thank you.

I read this topic with interest as I have a similar situation at work. Any updates? What was the outcome of any further detailed feedback conversations?

If you’re in a similar position as OP then you’re being taken advantage of, likely while your department head is saving thousands on his budget and getting major plaudits from his boss for doing so. There’s ‘helping out’ and then there’s being a mug. Hard work doesn’t get you promoted at most places, it just gets you more work and makes you irreplaceable, so will never get promoted.

[craigjm]

MissChief said:

If you’re in a similar position as OP then you’re being taken advantage of, likely while your department head is saving thousands on his budget and getting major plaudits from his boss for doing so. There’s ‘helping out’ and then there’s being a mug. Hard work doesn’t get you promoted at most places, it just gets you more work and makes you irreplaceable, so will never get promoted.

Rather large dose of assumption going on there

[Mirinjawbro]

craigjm said:

Rather large dose of assumption going on there

hes not , ive had over well 25 jobs in my life and seen this sort of rubbish in most of them.

promises of promotions if you keep doing well.
someone leaves and you "cover them" - they are never replaced
you get given some new work which then becomes yours with no benefits


i recently had a probation review and these are the exact words the manager gave me

"you are doing everything the job spec asks of you but at your pay grade we need you to do more so we will extend your probation".

offices are mostly full of fake people / managers all desperate to get to the top so the £300 extra a month they take home for sucking anvs and backstabbing. thinking they will retire by 55 in Spain.

[six wheels]

Chicken_Satay said:

I read this topic with interest as I have a similar situation at work. Any updates? What was the outcome of any further detailed feedback conversations?

Hi, I’m the OP.

I’m a sorry to hear you have a similar situation.

At my place it was a combination of:
1) senior management treating people very poorly (not just me or this situation, this is consistent and from the top).

2) some mistakes on my part (some fair-but-complex, some absolute fluff).

3) a hatchet job, or minimally the managers of other teams putting everyone else down, rather than focussing on the achievements of their own people.


I left the organisation and I’m taking the summer off. I know I’m better off out of there.

I’ll not presume to give you advice. So for me, if I ever encounter an organisation where the behaviours in 1 & 3 are prevalent, I’ll know it’s not going to change and that it isn’t for me.


What’s happening with your place?

[craigjm]

Mirinjawbro said:

craigjm said:

Rather large dose of assumption going on there

hes not , ive had over well 25 jobs in my life and seen this sort of rubbish in most of them.

promises of promotions if you keep doing well.
someone leaves and you "cover them" - they are never replaced
you get given some new work which then becomes yours with no benefits


i recently had a probation review and these are the exact words the manager gave me

"you are doing everything the job spec asks of you but at your pay grade we need you to do more so we will extend your probation".

offices are mostly full of fake people / managers all desperate to get to the top so the £300 extra a month they take home for sucking anvs and backstabbing. thinking they will retire by 55 in Spain.

Maybe but I just find it funny that having worked with over 500 companies of varying scale, industry and world reaches that the vast majority of PH posters who post on this board appear to work in a a Dilbert comic strip. Of course you see stuff like this but in my experience it’s hardly the “every company” and “everyone in every company” that this place seems to suggest. I guess it’s the job equivalent of “my engine is fked” though making it sound like that.

[six wheels]

craigjm said:

Maybe but I just find it funny that having worked with over 500 companies of varying scale, industry and world reaches that the vast majority of PH posters who post on this board appear to work in a a Dilbert comic strip. Of course you see stuff like this but in my experience it’s hardly the “every company” and “everyone in every company” that this place seems to suggest. I guess it’s the job equivalent of “my engine is fked” though making it sound like that.

I appreciate you’re not responding to me there.

Surely there’s some sort of confirmation bias with these boards and such threads though?

I don’t imagine people post when things are going well, in the same way they don’t post each consecutive month that their engine *doesn’t* breakdown.

[Mirinjawbro]

with probably 95% of places i've worked

NHS, pharma, manufacturing, automotive all being very similar with the way managers handle these bits and the way they are run to me that's enough to know nearly all places are the same.

i also know a few who say the same things as me.

this are all office jobs for me though.

[craigjm]

six wheels said:

craigjm said:

Maybe but I just find it funny that having worked with over 500 companies of varying scale, industry and world reaches that the vast majority of PH posters who post on this board appear to work in a a Dilbert comic strip. Of course you see stuff like this but in my experience it’s hardly the “every company” and “everyone in every company” that this place seems to suggest. I guess it’s the job equivalent of “my engine is fked” though making it sound like that.

I appreciate you’re not responding to me there.

Surely there’s some sort of confirmation bias with these boards and such threads though?

I don’t imagine people post when things are going well, in the same way they don’t post each consecutive month that their engine *doesn’t* breakdown.

Yeah It’s all about sample size isn’t it. If you read the porche forums every car will blow its IMS and score its bores, every Jaguar diesel dumps fuel into the oil etc.

The real issue is ineffective processes and lack of focus on training for managers, especially at the lower levels. Sad state of affairs only made worse by covid I guess where managers who are poor or know no better now cannot necessarily see output when no longer sitting next to their “workers”.

[Chicken_Satay]

six wheels said:

Hi, I’m the OP.

I’m a sorry to hear you have a similar situation.

At my place it was a combination of:
1) senior management treating people very poorly (not just me or this situation, this is consistent and from the top).

2) some mistakes on my part (some fair-but-complex, some absolute fluff).

3) a hatchet job, or minimally the managers of other teams putting everyone else down, rather than focussing on the achievements of their own people.


I left the organisation and I’m taking the summer off. I know I’m better off out of there.

I’ll not presume to give you advice. So for me, if I ever encounter an organisation where the behaviours in 1 & 3 are prevalent, I’ll know it’s not going to change and that it isn’t for me.


What’s happening with your place?

It can be pretty much summarised as per the thread title, i.e., the outcome of my yearly performance review, and expected subsequent pay rise, doesn't match the input. Why is this? Despite the fact that I've been ticking all the boxes on my objectives and seem to have been doing well, I won't get a pay rise and haven't had one for two years! I think this does go right back to a point that someone mentioned earlier about cost control and saving thousands on their employees. I entered the business on the middle of my pay band for my role and I think they are hell bent on keeping me there to extract maximum value from me, despite my experience and contribution. There is a lot of focus on cost control right now, e.g., hiring remote workers in foreign countries to keep costs down.

I know it's time to leave, but as you get more senior, the right roles - relative to experience and career development - are harder to come by. I think it's a shame that you've ended up having to take the summer off, rather than advance in existing your role or any new role instead. I may have to do that too, but it's a balance of how much crap you're willing to put up with and how much you think you need the money.

[six wheels]

Chicken_Satay said:

...the outcome of my yearly performance review, and expected subsequent pay rise, doesn't match the input. Why is this? Despite the fact that I've been ticking all the boxes on my objectives and seem to have been doing well, I won't get a pay rise and haven't had one for two years! I think this does go right back to a point that someone mentioned earlier about cost control and saving thousands on their employees.

Without knowing you, your organisation or the detail of your situation...you're probably correct.

If you do push this and ask the question, "why is this?", then you'll be letting the genie out. Playing it through, you might get the recognition you need/want/deserve or get black-balled.

That may or may not be worth it or matter.

Chicken_Satay said:

I know it's time to leave...

Just quoting this back to you

Chicken_Satay said:

I think it's a shame that you've ended up having to take the summer off, rather than advance in existing your role or any new role instead.

That's kind of you to say so, thank you. On the plus side, this gives me time with our son over the summer, and for me to re-charge, so all good


Good luck

[Sheepshanks]

craigjm said:

....the vast majority of PH posters who post on this board appear to work in a a Dilbert comic strip.

I've often thought similar when reading about PHers issues at work!

I've had a few jobs but only one of them was at a large multi-national corporation - but I worked there for 20 years in various roles, divisions and locations. The one thing that was always a nightmare was losing staff - there's no way we'd ever want to piss anyone off. Unless they were useless beyond hope.....

[Greenmantle]

Chicken_Satay said:

It can be pretty much summarised as per the thread title, i.e., the outcome of my yearly performance review, and expected subsequent pay rise, doesn't match the input. Why is this? Despite the fact that I've been ticking all the boxes on my objectives and seem to have been doing well, I won't get a pay rise and haven't had one for two years! I think this does go right back to a point that someone mentioned earlier about cost control and saving thousands on their employees. I entered the business on the middle of my pay band for my role and I think they are hell bent on keeping me there to extract maximum value from me, despite my experience and contribution. There is a lot of focus on cost control right now, e.g., hiring remote workers in foreign countries to keep costs down.

I know it's time to leave, but as you get more senior, the right roles - relative to experience and career development - are harder to come by. I think it's a shame that you've ended up having to take the summer off, rather than advance in existing your role or any new role instead. I may have to do that too, but it's a balance of how much crap you're willing to put up with and how much you think you need the money.

As a contractor this sort of behaviour from Senior management is far more stark. Contracts are not renewed even though the work is crying out to be done and you are the only one with the technical skills to do them. Obviously its a shame but there is nothing that can be done. For this reason I find myself continually looking for the next interesting role.

This short sighted behaviour is really the scourge of UK Businesses and is prevalent in all sizes from large to small.