Staff appraisal
Discussion
Was feeling quite confident or once, despite the fact that my boss hates me. Because there is now a section on the form where you are rated on your "ambition and self motivation".
In the last 12 months I've done Prince 2 certification (foundation and practitioner) and got half way through a "computing for commerce and industry" Msc. All in my own time and expense. Been told by my colleagues I work excessive hours, been told off by HR for leaving 10 days holiday unused, and been praised by customers for getting stuff in on time despite issues at their end, (hence the long hours). So I expected a decent grade on that at least.
My bosses opinion of my ambition and self motivation.....................
Unsatisfactory
I can only assume ambition is regarded as a negative attribute.
(In case anyone is wondering I'm typing this on a day off).
In the last 12 months I've done Prince 2 certification (foundation and practitioner) and got half way through a "computing for commerce and industry" Msc. All in my own time and expense. Been told by my colleagues I work excessive hours, been told off by HR for leaving 10 days holiday unused, and been praised by customers for getting stuff in on time despite issues at their end, (hence the long hours). So I expected a decent grade on that at least.
My bosses opinion of my ambition and self motivation.....................
Unsatisfactory
I can only assume ambition is regarded as a negative attribute.
(In case anyone is wondering I'm typing this on a day off).
People and companies love to answer specific questions in appraisals with general answers.
Ask him to give you specifics. People tend to buckle pretty damned badly (especially if they are w
rs) if you ask them for specifics.
If and when you get provided with them, pick them off one by one. Alternatively at the next appraisal show them how you completed each one. They can't not give you a step up for "unsatisfactory".
Ask him to give you specifics. People tend to buckle pretty damned badly (especially if they are w
rs) if you ask them for specifics.If and when you get provided with them, pick them off one by one. Alternatively at the next appraisal show them how you completed each one. They can't not give you a step up for "unsatisfactory".
Dr Jekyll said:
Was feeling quite confident or once, despite the fact that my boss hates me. Because there is now a section on the form where you are rated on your "ambition and self motivation".
In the last 12 months I've done Prince 2 certification (foundation and practitioner) and got half way through a "computing for commerce and industry" Msc. All in my own time and expense. Been told by my colleagues I work excessive hours, been told off by HR for leaving 10 days holiday unused, and been praised by customers for getting stuff in on time despite issues at their end, (hence the long hours). So I expected a decent grade on that at least.
My bosses opinion of my ambition and self motivation.....................
Unsatisfactory
I can only assume ambition is regarded as a negative attribute.
(In case anyone is wondering I'm typing this on a day off).
Lesson learned there then. Work to rule. Take your holiday and find a new job with your new quals. Job done. Literally. Any other course of action would rank as 'asking for it'In the last 12 months I've done Prince 2 certification (foundation and practitioner) and got half way through a "computing for commerce and industry" Msc. All in my own time and expense. Been told by my colleagues I work excessive hours, been told off by HR for leaving 10 days holiday unused, and been praised by customers for getting stuff in on time despite issues at their end, (hence the long hours). So I expected a decent grade on that at least.
My bosses opinion of my ambition and self motivation.....................
Unsatisfactory
I can only assume ambition is regarded as a negative attribute.
(In case anyone is wondering I'm typing this on a day off).
I hate annual appraisals. I hate receiving them, and I hate giving them.
If someone is not doing the job how I want it done, I prefer to tell them at the time, not save it up and make them feel bad at year end and, similarly, I'd hope that my boss would do the same with me.
Even if you are doing great, you still have to come away with negative points to give you something to cover next year.
It is not even a great opportunity to deal with rubbish staff, as they will liely become resentful if you tell them too clearly why their work is not up to scratch, and just do worse in future.
Load of US-imported arse, the lot of it.
If someone is not doing the job how I want it done, I prefer to tell them at the time, not save it up and make them feel bad at year end and, similarly, I'd hope that my boss would do the same with me.
Even if you are doing great, you still have to come away with negative points to give you something to cover next year.
It is not even a great opportunity to deal with rubbish staff, as they will liely become resentful if you tell them too clearly why their work is not up to scratch, and just do worse in future.
Load of US-imported arse, the lot of it.
NorthernBoy said:
I hate annual appraisals. I hate receiving them, and I hate giving them.
One good thing about giving them was that girls working for me *always* used to lean forward and constantly flash their tits during the appraisal. That's very common, apparantly.Receiving them, I used to try to turn them into a review of my boss.
Deva Link said:
NorthernBoy said:
I hate annual appraisals. I hate receiving them, and I hate giving them.
One good thing about giving them was that girls working for me *always* used to lean forward and constantly flash their tits during the appraisal. That's very common, apparantly.Receiving them, I used to try to turn them into a review of my boss.
whoami said:
Deva Link said:
NorthernBoy said:
I hate annual appraisals. I hate receiving them, and I hate giving them.
One good thing about giving them was that girls working for me *always* used to lean forward and constantly flash their tits during the appraisal. That's very common, apparantly.Receiving them, I used to try to turn them into a review of my boss.
Deva Link said:
whoami said:
Deva Link said:
NorthernBoy said:
I hate annual appraisals. I hate receiving them, and I hate giving them.
One good thing about giving them was that girls working for me *always* used to lean forward and constantly flash their tits during the appraisal. That's very common, apparantly.Receiving them, I used to try to turn them into a review of my boss.
Deva Link said:
whoami said:
Deva Link said:
NorthernBoy said:
I hate annual appraisals. I hate receiving them, and I hate giving them.
One good thing about giving them was that girls working for me *always* used to lean forward and constantly flash their tits during the appraisal. That's very common, apparantly.Receiving them, I used to try to turn them into a review of my boss.
I find this approach much more constructive than sitting down and filling out a form to go into their file. if I felt anyone was worthy of a 'unsatisfactory' comment, i would quite simply look at a way of replacing them.
whoami said:
Deva Link said:
whoami said:
Deva Link said:
NorthernBoy said:
I hate annual appraisals. I hate receiving them, and I hate giving them.
One good thing about giving them was that girls working for me *always* used to lean forward and constantly flash their tits during the appraisal. That's very common, apparantly.Receiving them, I used to try to turn them into a review of my boss.
Dr Jekyll said:
Result!
Argued with the boss and his boss, got it moved to satisfactory.
Well done. Now to keep the boss happy, get objectives agreed between the two of you asap, and review them periodically to make sure they are still appropriate.Argued with the boss and his boss, got it moved to satisfactory.
Appraisals can be fantastically useful to summarise the year, plan the year ahead and keep track of ongoing professional development. However, having the boot put in, (or putting the boot in) at the end of the year is bloody useless. Informal chat every 6 weeks is a great idea, as is recordng progress throughout the year, rather than a last minute panic/paperchase.
Doing appraisals/performance reviews properly (with a proper system, which are all too few) is a key to managing a business. You wouldn't leave planning or financial management of an organisation to a once a year last minute panic, so why do it with your people?
The Griffalo said:
NorthernBoy said:
Even if you are doing great, you still have to come away with negative points to give you something to cover next year.
Nothing wrong with giving an excellent appraisal if it's deserved. "Great work, keep it up" is far less likely to alienate an employee.HR should bugger off, and let us manage things ourselves.
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