Annoyed with feedback from annual appraisal
Discussion
I recently had my first annual appraisal. It was delivered by my line manager 1 to 1, but it turns out it’s actually based on feedback from an anonymous selection of peers and suppliers.
I was shocked when I learnt this, but even more shocked when I heard some of the hearsay criticism.
It started off by being told that I’m excellent at my job, well respected and that people enjoy working with me, 10/10 all around, the usual stuff you’d hope to hear.
My manager then told me some anecdotal story about how I did something innocuous 9 months ago, that someone somewhere didn’t like, but she won’t elaborate any further or tell me where the feedback has come from. Yet it’s gone down as a negative on my written review.
She then said I bully suppliers when they don’t do their job properly. I don’t have to explain how ridiculous this comment is. What’s ironic is that I left my last job because I was being bullied, and I definitely am not one.
Again, she wouldn’t tell me who the supplier was or what incidence they were referring to. I was then told I need to learn how to take constructive criticism.
I thought that was the end of it until she later emailed over everything in writing, which included a few more anonymous complaints. She didn’t even have the balls to go through them with me on our video call.
It seems an utterly flawed process to me, but what should I do about it? I work in an organisation with thousands of employees, and up until now I was very happy, but this has left a bad taste in my mouth.
It's not often I let emotion get the better of me in the office, but this has made me quite angry.
I was shocked when I learnt this, but even more shocked when I heard some of the hearsay criticism.
It started off by being told that I’m excellent at my job, well respected and that people enjoy working with me, 10/10 all around, the usual stuff you’d hope to hear.
My manager then told me some anecdotal story about how I did something innocuous 9 months ago, that someone somewhere didn’t like, but she won’t elaborate any further or tell me where the feedback has come from. Yet it’s gone down as a negative on my written review.
She then said I bully suppliers when they don’t do their job properly. I don’t have to explain how ridiculous this comment is. What’s ironic is that I left my last job because I was being bullied, and I definitely am not one.
Again, she wouldn’t tell me who the supplier was or what incidence they were referring to. I was then told I need to learn how to take constructive criticism.
I thought that was the end of it until she later emailed over everything in writing, which included a few more anonymous complaints. She didn’t even have the balls to go through them with me on our video call.
It seems an utterly flawed process to me, but what should I do about it? I work in an organisation with thousands of employees, and up until now I was very happy, but this has left a bad taste in my mouth.
It's not often I let emotion get the better of me in the office, but this has made me quite angry.
Just a few points to mention...
1. It may be that your line manager needs training on giving feedback
2. It's common NOT to reveal the source of feedback about you because it risks creating bad relationships
3. Saying that she didn't have the balls to go through the complaints kind of suggests that you see the process as a bit adversarial?
is there an Employee Comments section on the Appraisal form? that might be a good place to get your views expressed.
1. It may be that your line manager needs training on giving feedback
2. It's common NOT to reveal the source of feedback about you because it risks creating bad relationships
3. Saying that she didn't have the balls to go through the complaints kind of suggests that you see the process as a bit adversarial?
is there an Employee Comments section on the Appraisal form? that might be a good place to get your views expressed.
Do you have sufficient interactions with your line manager or does she have enough knowledge about what you do? My last line manager is not too technical so he also sought feedback from colleagues and to some extend customers.
We have a system used for reviews and everything is logged and tracked to ensure transparency. There is also a section for my input on the process.
If I do have an unfavourable feedback it would be done on anonymous basis, to avoid creating adversity. However it would be explained in a clear and constructive manner.
The only thing about my current review process is having excellent review doesn’t mean a pay rise
We have a system used for reviews and everything is logged and tracked to ensure transparency. There is also a section for my input on the process.
If I do have an unfavourable feedback it would be done on anonymous basis, to avoid creating adversity. However it would be explained in a clear and constructive manner.
The only thing about my current review process is having excellent review doesn’t mean a pay rise
There's a lot that doesn't stack up here.
Firstly, if they state that you're excellent at your job, well respected and that people enjoy working with you, ranking you 10/10 - then either that is wrong or everything else is wrong. You absolutely cannot score 10/10 yet have people accusing you of bullying because that would show that the company supports bullying.
Secondly, whilst protecting the anonymity of people is appropriate, not revealing the detail of the complaint is not. Otherwise, there's no point in raising it - how do you know what to improve on if they won't tell you what it is that you've done wrong?
And thirdly, why are they consulting with a supplier on the conduct of an employee? If a a supplier has a complaint about you, there are channels and process that need to be followed which doesn't seem to be the case here.
And it's also very bad form - unprofessional - to add further complaints in a follow up email. If they were serious then the purpose of an Appraisal is to air them. All of them.
I'd feel miffed if I was in your boots.
Firstly, if they state that you're excellent at your job, well respected and that people enjoy working with you, ranking you 10/10 - then either that is wrong or everything else is wrong. You absolutely cannot score 10/10 yet have people accusing you of bullying because that would show that the company supports bullying.
Secondly, whilst protecting the anonymity of people is appropriate, not revealing the detail of the complaint is not. Otherwise, there's no point in raising it - how do you know what to improve on if they won't tell you what it is that you've done wrong?
And thirdly, why are they consulting with a supplier on the conduct of an employee? If a a supplier has a complaint about you, there are channels and process that need to be followed which doesn't seem to be the case here.
And it's also very bad form - unprofessional - to add further complaints in a follow up email. If they were serious then the purpose of an Appraisal is to air them. All of them.
I'd feel miffed if I was in your boots.
Obviously only seeing one side of the process, but this seems like a fairly odd way to run reviews.
To my mind, there's no point bringing up criticism from anecdote months later, if at all. This should be dealt with at the time, not brought up for the first time in an annual review. Same as if someone comes to you with any problem or grievance, or does something above and beyond - feedback is much more useful at the time.
Similarly there's not much point in making unclear non-specific criticisms about bullying if there's no incident to reference as a way of explaining/teaching the right course of action.
In both cases it seems to me that you are highly likely to end up with an employee who has received negative criticism but doesn't know what they are supposed to do to improve.
To my mind, there's no point bringing up criticism from anecdote months later, if at all. This should be dealt with at the time, not brought up for the first time in an annual review. Same as if someone comes to you with any problem or grievance, or does something above and beyond - feedback is much more useful at the time.
Similarly there's not much point in making unclear non-specific criticisms about bullying if there's no incident to reference as a way of explaining/teaching the right course of action.
In both cases it seems to me that you are highly likely to end up with an employee who has received negative criticism but doesn't know what they are supposed to do to improve.
I carried out numerous reviews of my staff prior to retirement - I would never bring up something that was done 9 months ago in a review, we did them every 6 months , but if it was yearly, 9 months ago is too long unless it's suitably bad and well documented, it wouldn't just be an anecdotal incident - it might potentially
You wouldn't usually "name names" if it comes to complaints from colleagues, however I can see where it may be necessary to explain or remind someone of a situation
"A colleague complained you did something which upset them 9 months ago" (meaningless?)
"Samantha said you were very rude to her and you called her "incapable of doing a basic job" (has meaning, context and can prompt as a reminder of the situation)
Does sound a little unfair, potentially you need to look at your own actions to see if you are being harsh to suppliers or not - Usually you can have an employee comments section however I would be careful writing too much, unfortunately in reviews you do feel like you are being picked on so it's only natural to become defensive, then this leads to the comments about "taking criticism" .
If it really irks you that much you can potentially look to leave but you should ask yourself if it's really worth digging in over this or if you should just let it go
You wouldn't usually "name names" if it comes to complaints from colleagues, however I can see where it may be necessary to explain or remind someone of a situation
"A colleague complained you did something which upset them 9 months ago" (meaningless?)
"Samantha said you were very rude to her and you called her "incapable of doing a basic job" (has meaning, context and can prompt as a reminder of the situation)
Does sound a little unfair, potentially you need to look at your own actions to see if you are being harsh to suppliers or not - Usually you can have an employee comments section however I would be careful writing too much, unfortunately in reviews you do feel like you are being picked on so it's only natural to become defensive, then this leads to the comments about "taking criticism" .
If it really irks you that much you can potentially look to leave but you should ask yourself if it's really worth digging in over this or if you should just let it go
SkinnyPete said:
I recently had my first annual appraisal. It was delivered by my line manager 1 to 1, but it turns out it’s actually based on feedback from an anonymous selection of peers and suppliers.
I was shocked when I learnt this, but even more shocked when I heard some of the hearsay criticism.
It started off by being told that I’m excellent at my job, well respected and that people enjoy working with me, 10/10 all around, the usual stuff you’d hope to hear.
My manager then told me some anecdotal story about how I did something innocuous 9 months ago, that someone somewhere didn’t like, but she won’t elaborate any further or tell me where the feedback has come from. Yet it’s gone down as a negative on my written review.
She then said I bully suppliers when they don’t do their job properly. I don’t have to explain how ridiculous this comment is. What’s ironic is that I left my last job because I was being bullied, and I definitely am not one.
Again, she wouldn’t tell me who the supplier was or what incidence they were referring to. I was then told I need to learn how to take constructive criticism.
I thought that was the end of it until she later emailed over everything in writing, which included a few more anonymous complaints. She didn’t even have the balls to go through them with me on our video call.
It seems an utterly flawed process to me, but what should I do about it? I work in an organisation with thousands of employees, and up until now I was very happy, but this has left a bad taste in my mouth.
It's not often I let emotion get the better of me in the office, but this has made me quite angry.
Leave, take a contract and do away with the annual sht sandwich.I was shocked when I learnt this, but even more shocked when I heard some of the hearsay criticism.
It started off by being told that I’m excellent at my job, well respected and that people enjoy working with me, 10/10 all around, the usual stuff you’d hope to hear.
My manager then told me some anecdotal story about how I did something innocuous 9 months ago, that someone somewhere didn’t like, but she won’t elaborate any further or tell me where the feedback has come from. Yet it’s gone down as a negative on my written review.
She then said I bully suppliers when they don’t do their job properly. I don’t have to explain how ridiculous this comment is. What’s ironic is that I left my last job because I was being bullied, and I definitely am not one.
Again, she wouldn’t tell me who the supplier was or what incidence they were referring to. I was then told I need to learn how to take constructive criticism.
I thought that was the end of it until she later emailed over everything in writing, which included a few more anonymous complaints. She didn’t even have the balls to go through them with me on our video call.
It seems an utterly flawed process to me, but what should I do about it? I work in an organisation with thousands of employees, and up until now I was very happy, but this has left a bad taste in my mouth.
It's not often I let emotion get the better of me in the office, but this has made me quite angry.
When I was a permi I never had an appraisal in which I felt the outcome was positive, a bit like yours. Hey knitware, you're great but...
Horrid things and conducted, usually, by people who have no idea who you are and how to give constructive criticism.
Find out who the Information Controller is and put in a Subject Access Request for all the evidence they are using for your annual review. That’ll put the s
ts up them and flush out who’s been bhing about you.
This sounds like the farce of a process I endured the last time I worked for a large company. Either the higher ups like you and you get a favourable review and a pay rise, or they don’t and you won’t. Nothing you do makes a lot of difference.
It’ll be up to you to figure out which group you sit in and whether you stay or move on.
ts up them and flush out who’s been bhing about you. This sounds like the farce of a process I endured the last time I worked for a large company. Either the higher ups like you and you get a favourable review and a pay rise, or they don’t and you won’t. Nothing you do makes a lot of difference.
It’ll be up to you to figure out which group you sit in and whether you stay or move on.
Thanks for the comments so far. I appreciate this is only my perspective, but it’s in my interest to be as transparent if I’m to get the advice I’m seeking.
I am still surprised that suppliers had been approached to contribute to our appraisals, this is ridiculous to me. Customers were approached too, which again I think is bonkers, but fortunately, their feedback was all extremely positive.
So, what are my options? I could leave, but I really don’t want to. I love the job, and although some bits are bat st crazy, you’ll get that everywhere. And I’ll be damned if I leave because of one individual out of an organisation of thousands.
I could escalate to a senior director, but they probably won’t want to hear it and I’ll just be seen as someone who can't handle their business. That just leaves me to do nothing, and potentially have the same ludicrous conversation in 12 months time.
If the police accused you of crashing a car, but wouldn’t tell you what car you were driving, or when or where you crashed it, how would you react?
I am still surprised that suppliers had been approached to contribute to our appraisals, this is ridiculous to me. Customers were approached too, which again I think is bonkers, but fortunately, their feedback was all extremely positive.
So, what are my options? I could leave, but I really don’t want to. I love the job, and although some bits are bat s
t crazy, you’ll get that everywhere. And I’ll be damned if I leave because of one individual out of an organisation of thousands. I could escalate to a senior director, but they probably won’t want to hear it and I’ll just be seen as someone who can't handle their business. That just leaves me to do nothing, and potentially have the same ludicrous conversation in 12 months time.
Pit Pony said:
Sounds fine to me. You'll get a reputation eventually as firm but fair with suppliers. I'd take it as a compliment. Nest time you want to ballock a supplier go back to.your boss and ask them.how they'd deal.with it.
You’re right it could be seen as a compliment, as I take pride in not letting people escape their responsibilities, but it the reality is its probably counted against me. Greshamst said:
So you’re angry about your constructive criticism, after being told you need to get better at taking constructive criticism...
They might be on to something?
What part of their criticism did you think was constructive? They might be on to something?
If the police accused you of crashing a car, but wouldn’t tell you what car you were driving, or when or where you crashed it, how would you react?
Johnnytheboy said:
I'd be very inclined to answer each point with "without a bit more context I can't really comment."
This is essentially what I had to do. I did ask her to elaborate, but without any further details I can’t comment. CharlesElliott said:
Is there an overall outcome from the review?
If it is good / very good, then the manager might just be 'clumsy'. Wants to provide some useful feedback but goes about it in a very poor way.
It not, then I agree you should ask for more info.
No, no conclusion, no targets…nothing…but my salary review is in another month so that’s the acid test. If it is good / very good, then the manager might just be 'clumsy'. Wants to provide some useful feedback but goes about it in a very poor way.
It not, then I agree you should ask for more info.
Edited by SkinnyPete on Friday 18th June 18:56
Gassing Station | Jobs & Employment Matters | Top of Page | What's New | My Stuff