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Employee performance self-appraisals

radcen

radcen

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Employee performance self-appraisals

I hate them. I absolutely, literally, detest them. I always feel that I'm being asked to throw myself under the bus. I always feel that the information I put forth will be used against me, with no right to remain silent.

Theoretically, one can highlight their positives and accomplishments, too, but it never seems to actually work out that way. Everywhere I have worked the focus seems to be "Where can you improve?", or rather an implied-but-unstated "Let's see where you're lacking... and I want you to do it for me."

Are they, or can they be, positive? If so, I'm just not seeing it, and I am a generally even-keeled and reasonably positive kind of person. Please help me understand them better. I can say, though, that I have met very few people (outside of management) that view them as a positive.
 
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radcen said:
Employee performance self-appraisals

I hate them. I absolutely, literally, detest them. I always feel that I'm being asked to throw myself under the bus. I always feel that the information I put forth will be used against me, with no right to remain silent.

Theoretically, one can highlight their positives and accomplishments, too, but it never seems to actually work out that way. Everywhere I have worked the focus seems to be "Where can you improve?", or rather an implied-but-unstated "Let's see where you're lacking."

Are they, or can they be, positive? If so, I'm just not seeing it, and I am a generally even-keeled and reasonably positive kind of person. Please help me understand them better. I can say, though, that I have met very few people (outside of management) that view them as a positive.
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In my opinion, it's an exercise in futility. Management wants the workers to justify their existence, so they force us to summarize a years worth of work in a few paragraphs, in THEIR arbitrary and poor-fitting format, for their easy consumption (they can't be bothered to understand and appreciate your year-round work).

It's one of the many ways that people get screwed over for honesty. People who lie and spend a lot of time like stuff like that may be rewarded for that, and that's sick.

I also think that individual raises/bonuses should be based on INDIVIDUAL performance. To me, it is absolutely sick that, when the business takes a downturn, the first thing to get hit is bottom-dweller employee compensation. The top still gets generous bonuses, and they're the most responsible if the business, as a whole, goes to ****.

So what the ****? Why are the grunts, who generally are not responsible for the overall business health, punished for it? It's bull****!!!
 
Absentglare said:
In my opinion, it's an exercise in futility. Management wants the workers to justify their existence, so they force us to summarize a years worth of work in a few paragraphs, in THEIR arbitrary and poor-fitting format, for their easy consumption (they can't be bothered to understand and appreciate your year-round work).

It's one of the many ways that people get screwed over for honesty. People who lie and spend a lot of time like stuff like that may be rewarded for that, and that's sick.

I also think that individual raises/bonuses should be based on INDIVIDUAL performance. To me, it is absolutely sick that, when the business takes a downturn, the first thing to get hit is bottom-dweller employee compensation. The top still gets generous bonuses, and they're the most responsible if the business, as a whole, goes to ****.

So what the ****? Why are the grunts, who generally are not responsible for the overall business health, punished for it? It's bull****!!!
Click to expand...
My current employer... who I should say is overall very good... does something thing that I had never heard of.

After the interview is done, the employee has to go back and write/edit the report in third-person as if our supervisor wrote it, sign it, give it back, then they sign it and send it up the chain.

Maybe it's me, but I find that aspect downright insulting.
 
radcen said:
Employee performance self-appraisals

I hate them. I absolutely, literally, detest them. I always feel that I'm being asked to throw myself under the bus. I always feel that the information I put forth will be used against me, with no right to remain silent.

Theoretically, one can highlight their positives and accomplishments, too, but it never seems to actually work out that way. Everywhere I have worked the focus seems to be "Where can you improve?", or rather an implied-but-unstated "Let's see where you're lacking... and I want you to do it for me."

Are they, or can they be, positive? If so, I'm just not seeing it, and I am a generally even-keeled and reasonably positive kind of person. Please help me understand them better. I can say, though, that I have met very few people (outside of management) that view them as a positive.
Click to expand...

Funny. I just had an interview, Yesterday and they asked me about this. How does your company rank you, Have you ever had to improve from a bad performance review type question. Honestly, I have never had an employee performance review in my life. The past three companies I have worked for didn't give them out. My current job has no raises available so they don't do them. I would like to get them occasionally, as I had to take it upon myself to ask my boss six months into my job to give me a review to see how I was doing.

It's annoying, at first not knowing where you stand, if you don't get proper feedback, but eventually, if the company is small enough, and you are there long enough, you'll get the feel for how people appreciate you. At least if it's a good place to work, you should, regardless of official reviews. Just my two cents.
 
radcen said:
My current employer... who I should say is overall very good... does something thing that I had never heard of.

After the interview is done, the employee has to go back and write/edit the report in third-person as if our supervisor wrote it, sign it, give it back, then they sign it and send it up the chain.

Maybe it's me, but I find that aspect downright insulting.
Click to expand...

I've heard of that happening at some of our client locations, that generally means the management doesn't want to do any paper work, or even any work haha. They just want to "manage."
 
radcen said:
My current employer... who I should say is overall very good... does something thing that I had never heard of.

After the interview is done, the employee has to go back and write/edit the report in third-person as if our supervisor wrote it, sign it, give it back, then they sign it and send it up the chain.

Maybe it's me, but I find that aspect downright insulting.
Click to expand...

And that right there is one important reason that I was an entrepreneur all of my life.

You sure it's company policy no not just a lazy supervisor?
 
radcen said:
Employee performance self-appraisals

I hate them. I absolutely, literally, detest them. I always feel that I'm being asked to throw myself under the bus. I always feel that the information I put forth will be used against me, with no right to remain silent.

Theoretically, one can highlight their positives and accomplishments, too, but it never seems to actually work out that way. Everywhere I have worked the focus seems to be "Where can you improve?", or rather an implied-but-unstated "Let's see where you're lacking... and I want you to do it for me."

Are they, or can they be, positive? If so, I'm just not seeing it, and I am a generally even-keeled and reasonably positive kind of person. Please help me understand them better. I can say, though, that I have met very few people (outside of management) that view them as a positive.
Click to expand...

I have been in HR management for a few decades....I concur. I hate the hell out of them. My boss is like me...she just gives me a 4 out of 5 every year and a raise.
 
radcen said:
My current employer... who I should say is overall very good... does something thing that I had never heard of.

After the interview is done, the employee has to go back and write/edit the report in third-person as if our supervisor wrote it, sign it, give it back, then they sign it and send it up the chain.

Maybe it's me, but I find that aspect downright insulting.
Click to expand...

Weird, i'm not sure how i would feel about that. What do they do with it?

One of the things that bothers me is how it will be used. That generally isn't transparent to the worker. Do they write their own report and then compare them?
 
ModerateGOP said:
Funny. I just had an interview, Yesterday and they asked me about this. How does your company rank you, Have you ever had to improve from a bad performance review type question. Honestly, I have never had an employee performance review in my life. The past three companies I have worked for didn't give them out. My current job has no raises available so they don't do them. I would like to get them occasionally, as I had to take it upon myself to ask my boss six months into my job to give me a review to see how I was doing.

It's annoying, at first not knowing where you stand, if you don't get proper feedback, but eventually, if the company is small enough, and you are there long enough, you'll get the feel for how people appreciate you. At least if it's a good place to work, you should, regardless of official reviews. Just my two cents.
Click to expand...

Yeah, i guess i probably shouldn't complain about them. It's pretty nice to get an opportunity for a raise every year.

I just don't like how the rigid and arbitrary format implies that raises will be based on self-salesmanship over actual performance.
 
MaggieD said:
And that right there is one important reason that I was an entrepreneur all of my life.

You sure it's company policy no not just a lazy supervisor?
Click to expand...
It's company policy. It's in writing in the employee manual that everyone gets.
 
radcen said:
Employee performance self-appraisals

I hate them. I absolutely, literally, detest them. I always feel that I'm being asked to throw myself under the bus. I always feel that the information I put forth will be used against me, with no right to remain silent.

Theoretically, one can highlight their positives and accomplishments, too, but it never seems to actually work out that way. Everywhere I have worked the focus seems to be "Where can you improve?", or rather an implied-but-unstated "Let's see where you're lacking... and I want you to do it for me."

Are they, or can they be, positive? If so, I'm just not seeing it, and I am a generally even-keeled and reasonably positive kind of person. Please help me understand them better. I can say, though, that I have met very few people (outside of management) that view them as a positive.
Click to expand...

Positives: I call it like I see it.
Areas that need improvement: Doing my bosses job for him.

I've written a lot of evals. and there is NO WAY IN HELL I would have ever considered a self-evaluation. BUT I always asked the question "What areas do you feel like you would like to improve?"
 
Absentglare said:
Weird, i'm not sure how i would feel about that. What do they do with it?

One of the things that bothers me is how it will be used. That generally isn't transparent to the worker. Do they write their own report and then compare them?
Click to expand...
I wonder the same thing. The entire interview was on me. What *I* thought my shortcomings are. What *I* thought my positives are. I had to ask what he thought. To me, what he thinks is far more important than what I think. I shouldn't have had to ask. That should have been part of the process.

Your last sentence is a good question.

I hope I'm not coming off as too bitchy. As I said before, overall, it's a good place to work, and overall I am happy. But this one aspect gets my goat every year.
 
That's where I'm glad my company changed from opinion-based reviews to performance-based reviews. There are no opinions involved. Either you met your goals or you didn't and you are given a raise based entirely on that.
 
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