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Employee feedback on performance evaluation

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by fabishi

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Hello all, happy new year

I would like to discuss Employee feedback on performance evaluation. it is common that on each performance evaluation, the employee has to submit their feed back on their boss evaluation weather it is positive or negative.

If doing so, what is the proper way to submit the feed back to those issues that the boss raised?

Thank to you all

14 replies

by tony hopkinson

if you have something to say you fill it in.
That's the one you sign to say you've been evaluated.

Thinking it of as a place for feedback on issues raised by boss, shouts to me that the appraisal process is a negative one. ie a vehicle for criticism.

The box should be for your comments on whether you feel the evaluation is fair. If you don't feel it is then that must be addressed, otherwise the entire process is a complete waste of time.

by jdclyde

There are a few things to consider.

If the person receives a poor review, did they DESERVE a bad review or did they have a poor manager?

If the first, say simply you can see where you can improve your performance and move on.

If the second, crying about it on the review will only serve to make a bad situation worse, and it is time to update your resume.

by tony hopkinson

When you are appraised, you should agree with the judgement ( pretty much anyway) if you don't the process is broken, because there's 'nothing' to improve.

It's possible the appraisee is a complete c**t and not rare for the appraiser to be one as well. Even both if they don't get on.

I've been marked down once or twice (would you believe for lack of tact !!) . I've been marked down when I most definitely disagreed, and I made use of the feedback box.

Boss was not happy, I told the f'ker join the club. I agree that after a serious breakdown you might as well buff up the resume, but I seee nothing wrong with delivering a couple of kidney punches on the way out.

I've been through many flavours of appraisal, never yet seen one that was truly honest but, if how effective the thing is isn't being measured, it isn't appraisal.

No that's a form to fill out so you can lick the boss' ass and hope you do it well enough to get a pay rise.

by fabishi

I certainly believe that box in there for a reason to see how the employee reacts on his boss evaluation.

Now, that box can either boost the employee if he wrote the right thing and turn boss's comment on his advantage. Being politician on that matter can make a difference and the same time, agreeing on the comment can also label the employee negatively for a long time in the company which hard to change.

by tony hopkinson

Appraisal should not be a fight, it's not a confrontation.
Appraisal is a mark out of ten and a plan to maintain and preferably improve that mark. It's a way of aligning an employee's goals, with their employers.

If the process isn't about the above than it's simply a beauty contest.

by maniacman

I'd sure love to give some of these *&^% in management a piece of my mind. If the poor review is warranted on my part, I won't argue or make an issue of it and look to improve as noted, but if the manager is a complete jack$%# and is looking for a scapegoat, I will let him/her know what I think about their poor management style and ego trips. Some managers are just dirtbags and will never be satisfied with any of their subordinates because they have a perfectionist god complex and are thus never happy and always looking for someone else to blame for their own shortcomings. People like that are a sign that one should quickly resign from such a company at the earliest opportunity.

Message was edited by: beth.blakely@...

by jdclyde

is being used that week.

There is a new book out every other week, saying the "right" way to run your business.

We had to deal with a HORRIBLE system known as "Top Grading". It says that you need all "A" players, and so need to every year fire your lowest employee (skill wise) and hire someone that is better.

It also focused on finding peoples weak points and seeing how they can be improved, rather than steering people towards their strong points and making use of their strengths.

I am SO glad that book got thrown away.

by maniacman

They must have been reading this idiotic book because they expected everyone to be a supergenius and know more than their positions required them to. Now there's nothing wrong with knowing more, but we all have our strengths and weaknesses, and for them to dwell on the weaknesses and punish people for it was clearly fascism if you ask me.

by jdclyde

promote all the buffoons off of the floor and into management so they can't screw things up anymore.

In my department, we threw all of the tasks into the pot and then we got to pick and choose what we WANTED to do. It has worked out very well.

Tasks that weren't jumped for, we still took on, based on whos other jobs were the closest to them.

by dadspad

a survey. Good managment style will give employees a survey to evaluate the management, including imediate supervisor.

The space for comments on the review should be disagreements backed up by facts. The comments should be professional and not personal. If you did not see the review in advance, and cannot come up with the type of commment you need, tell the supervisor what you disagree with and want time to give the proper answer. Most will give some time for replies (but not much).

The only time I have ever seen the comment change anything was on attendance.

Otherwise, the comment just goes in your file with HR.

by maniacman

If employees don't get to comment on their direct manager's performance or challenge their own employee performance reviews, then how is this considered fair? Say the manager never liked the subordinate from the start and is just being a spiteful idiot to slander a good employee. If such biased reviews can't be challenged or appealed if indeed such poor reviews are unwarranted, then what credibility does such a system have, other than to give ammunition to clueless boneheads in HR who at times are blind to the internal conflicts going in?

by dadspad

without knowledge of good HR policies.

In theory, if a big company audit on good practices happens or a legal investigation happens, they can look at comments to reviews if appropriate.

I have talked to people, HR Managers, that said they have seen this type of audit, but have not personally seen anything like it.

by maniacman

Promote those already incompetent to their utmost levels of incompetence and uselessness. Sounds like management to me...LOL :^0

by fabishi

is what is the best answer to the evaluation that is in between not excellent and not bad either without showing or admitting to weakness?

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