Review Time

[Cruise Director]

It's time once again for the "Annual Review Cycle" at work. The time of year when I not only receive, but have to create and give an overview of the last twelve months' performance for all of my mangers. Yep, an entire year of ups and downs, made metrics and missed margins, in a few well thought out sentences. I've been writing reviews for a long time and have found that the higher I go, the more altitude the reviews get. In other words, with exception to metrics with goals like sales, margin, etc., the reviews become more broad-brushed as my subordinates' roles become less defined and more encompassing. More metrics and more assigned tasks mean it's harder to boil down a review to the specifics that I might be able to cite for, say, a cashier.

So I have to do a few things that make reviews easier, better quality, and better received.
1.) I keep a weekly journal of how my managers perform. It is sometimes very detailed and sometimes labeled "green" for a good week or "red" for an underperforming week. I review this in detail before writing reviews.
2.) I have monthly sit downs with my managers to discuss performance and the little black book. Nothing on a review should ever be a surprise.
3.) I always have more "Key Strengths" listed than "Key Development Needs." You can always think of more negatives than positives but it is important to have a person leaving a review with a sense of accomplishment and hope.
4.) At the manager level, I have them write self- appraisals. I really like to see how they feel about themselves and I am NOT one of the bosses that simply cuts and pastes from your self appraisal.
5.) In addition to individual development plans and ideas, I put one team-oriented item in the box. This year's assignment will be for each manager to take at least one break per day in the employee lounge. This accomplishes a few things. It gives the managers a well deserved break. It allows associates to view managers as equals and without a dividing line between the classes. It slows down the rumor mill as associates can ask questions while on break and not gossip. It (god forbid) allows managers to get to know their associates on a level other than on the sales floor.

I've been a part of several companies and have seen the best and worst of review systems. I like the one we use now as it isn't simply a check in the box but allows me to free write opinions and suggestions.

So what kind of review do you get at work? How do you like it? How well does your boss really know you? How can you improve on that relationship?

[sauron]

So what kind of review do you get at work? How do you like it? How well does your boss really know you? How can you improve on that relationship?

I got put on a months probation for having a crappy attitude about a sucky job..

Hehn.


- d.

[Barbie]

So what kind of review do you get at work? How do you like it? How well does your boss really know you? How can you improve on that relationship?

My company provides each employee with an annual PDR (Performance Development Review).

It's a breakdown of what they thought of our last year, and what we thought of our last year. Then it's sent off to HR/Corporate for filing and a salary increase is completed. They don't tell us right there about what the % increase is but it ranges from 1.5-10%

There is no managers review, although on our own PDR we can state what we would like to get from our manager in way of support.

I'm not a huge fan of the process. Now that I've gone through my first and I see that really it's just paying me lip service because nothing comes of it. It's all formality.

My boss does NOT know me and has only a small hint as to what I do for him on a day to day basis. I'm just a "secretary" and "expendable". We are all overhead, but to have that pointed out, is a bother. I don't like feeling like I need to justify or redeem my professional and explain what it is that an Administrative Assistant does (ps. No, it's not a Secretary. It's much more than that - if needed, look up Administrative).

I'm not sure right now that I can improve my relationship with my boss, but I do feel that I can maintain it's current level. My boss wants/needs a "Yes" people around him, and I'm not like that. I am agreeable though, but not a lap dog.

[Escape Artist]

So what kind of review do you get at work? How do you like it? How well does your boss really know you? How can you improve on that relationship?

As I recall, got one of the fastest raises in 25 years of their operating and a quarter year knocked off my eligibility for taking a vacation. Ended up - well, within the possible framework there - about as close to potential managerial hotshot and businessman's savior as I'd imagine anyone could reasonably get.

Other experiences have been similar.

On the other hand...there is a darker side to all of that wondrous, fleeting success; I tend to try and disappear into my work, so to speak, to get away from everything else or make up for it. Usually gets tiring after a while and I either slow down or burn up, though from my perspective I tend to think that I should still keep going at my previous rates.

Ancillary result of that is while other people go "Eh, screw it!" without anyone in charge caring less, I tend to continue giving a shit with the same intensity that probably got the business established.

Just don't know how to do anything else. Hopefully it remains a magic formula I can try and temper with a little experience farther down the line.

[Torque]

My boss usually uses the same review each year, but tosses in a few different project names. I get the same top grade each year, and whatever the max on bonuses, options, and raises are. I make sure to be worth it daily.
I keep him out of trouble, keep projects on track and under budget, and advise against projects that are doomed to fail, or renegotiate them so we will be able to succeed. Each year at review time, I submit a list of accomplishments, and always include a semi-detailed list of where I saved or cut money out of expenditures, and generated new revenue. It always far exceeds my compensation.

[Stuart]

I work for my old man these days. My performance reviews consist of 'well done, good work. It's good that got done today' on some days. On others its 'You really didn't get much done today, did you, slackarse'.

My pay is pretty arbitary, I got a 10% payrise when I had a 40% increase in effeciency (once I knew what I was doing properly) and then a 10% pay increase with no effeciency level rise in the period. Either way, I guess. But we get to keep on meeting up, I get to help him out, and its a lot less stressful in some ways. Apart from when I go over to their place for dinner (cause my Mum works as Administrator for the firm my Dad runs), and so I see them for 15 hours straight. But otherwise, its ok.