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re: Are quarterly employee performance reviews effective where you work?
Posted on 8/5/24 at 9:51 am to concrete_tiger
Posted on 8/5/24 at 9:51 am to concrete_tiger
We do yearly reviews. Unless you're effing up it's usually just "keep up the good work". At my last there was some discussion on if I'd want to take on more responsibility but that's the only time they took more than 30 seconds.
0
Posted on 8/5/24 at 9:59 am to GreatLakesTiger24
My company had a 1-5 rating system. I had a manager who said the only 5 is the guy(actor) in the training videos.
Really aggravated the rest of our team when other managers were giving 5s to their people.
We were also given an anonymous survey to rate our manager. We all lied after one former rep said he was honest and was put on probation at the next appraisal.
Really aggravated the rest of our team when other managers were giving 5s to their people.
We were also given an anonymous survey to rate our manager. We all lied after one former rep said he was honest and was put on probation at the next appraisal.
Posted on 8/5/24 at 10:11 am to concrete_tiger
OP got a bad performance review and now he’s mad
Posted on 8/5/24 at 10:14 am to Upperdecker
quote:
OP got a bad performance review and now he’s mad
Not yet, anyway. It's a pain to do all this tedium for staff.
Posted on 8/5/24 at 10:16 am to tigerfoot
quote:
Once a quarter seems excessive
PX every quarter...And have it in the month prior, its due from your manager EoQ
Posted on 8/5/24 at 10:27 am to concrete_tiger
Every 6 months. What is put on for my goals is not what I’m working on and I’ve made it clear I can’t make progress on that.
Doesn’t matter, they still give me high marks.
They’ll just use my lack of progress on the goals as a reason to continue to underpay me and I’ll probably have to quit to get adequate compensation
Doesn’t matter, they still give me high marks.
They’ll just use my lack of progress on the goals as a reason to continue to underpay me and I’ll probably have to quit to get adequate compensation
Posted on 8/5/24 at 10:28 am to concrete_tiger
It's a tool for HR to let people go without repercussions. At least that's how I've seen it used in the past.
Posted on 8/5/24 at 11:00 am to concrete_tiger
Not unless you are a trash employee, I've never given an employee that does his/ her job a bs rah rah talk. I tell them they are doing a good job here is your raise and benefits package increase. Ask them if they have any questions and on to the next one.
If they are not doing what I expect I go over the eval w/ them explain the deficiency what needs to be done to be corrected, then on to the next.
I have 20 to 1 good to bad ratio
If they are not doing what I expect I go over the eval w/ them explain the deficiency what needs to be done to be corrected, then on to the next.
I have 20 to 1 good to bad ratio
Posted on 8/5/24 at 11:09 am to Salmon
Someone sometime decided to produce an employee handbook. Included in that is some HR dept rule regarding evaluations. If you violate your own dumb rules put in by some admin somewhere you set yourself up for wrongful terminations. But if you need to hire some protected class you gotta have your ducks in a row
This post was edited on 8/5/24 at 11:11 am
Posted on 8/5/24 at 11:11 am to concrete_tiger
I work for the Feds. So the answer is 
Posted on 8/5/24 at 11:11 am to concrete_tiger
It's just a box checking exercise although it is useful for documenting problem employees which are like 5% of our workforce.
Posted on 8/5/24 at 11:13 am to concrete_tiger
I hated quarterly performance reviews when I was at the bank.
"Looks like you were short on how many investment profiles you filled out."
"Perhaps, but I sold $250k of fixed annuities, which was way above my quarterly goals."
"I understand, but you still have an investment profile goal."
"You're right. But looking at my calendar, I may have been too busy closing the $500k of HELOCs last quarter. Which is also way above my goals."
"Which we appreciate. But you were still short your investment profile goals."
Which was really just them telling me that they weren't going to pay me a bonus because I didn't get people to fill out and sign a useless piece of paper which did nothing to make them money and meet my other goals.
"Looks like you were short on how many investment profiles you filled out."
"Perhaps, but I sold $250k of fixed annuities, which was way above my quarterly goals."
"I understand, but you still have an investment profile goal."
"You're right. But looking at my calendar, I may have been too busy closing the $500k of HELOCs last quarter. Which is also way above my goals."
"Which we appreciate. But you were still short your investment profile goals."
Which was really just them telling me that they weren't going to pay me a bonus because I didn't get people to fill out and sign a useless piece of paper which did nothing to make them money and meet my other goals.
Posted on 8/5/24 at 11:39 am to concrete_tiger
We have a yearly review. Rating 1-5. 3 is you do your job perfectly. 5’s don’t exist. “Even I as the president wouldn’t get a 5”
I gave one of my guys a 3 for honesty and he lost it. Demanded a 5. I asked, how do you exceed expectations for honesty? You either are honest or you’re not. Same for being on time. It’s ridiculous and causes friction in my department
I gave one of my guys a 3 for honesty and he lost it. Demanded a 5. I asked, how do you exceed expectations for honesty? You either are honest or you’re not. Same for being on time. It’s ridiculous and causes friction in my department
Posted on 8/5/24 at 11:45 am to bamaguy17
quote:then why do 5s exist
Rating 1-5. 3 is you do your job perfectly. 5’s don’t exist.
Posted on 8/5/24 at 11:53 am to tigerfoot
gotta have good metrics as your basis for discussion
quarterly is a bit often for continuing business
quarterly is good for rapidly developing business
annual only is to long to provide a basis for improvement
quarterly is a bit often for continuing business
quarterly is good for rapidly developing business
annual only is to long to provide a basis for improvement
Posted on 8/5/24 at 11:55 am to concrete_tiger
That sounds like a huge waste of time for everyone involved. We do annual and I still feel like that's too often. If you suck at your job, everyone will know and (try to) correct it immediately
Posted on 8/5/24 at 11:56 am to concrete_tiger
quote:this
this whole process has been more of a drag than anything.
Posted on 8/5/24 at 1:32 pm to concrete_tiger
I only manage five people. I’m supposed to do quarterly reviews but I don’t. I see and talk to all five everyday. And every time I do a review, they expect a raise.
Posted on 8/5/24 at 1:33 pm to Bama Bird
quote:
If you suck at your job, everyone will know and (try to) correct it immediately
That’s how I feel about it.
Posted on 8/5/24 at 1:39 pm to GreatLakesTiger24
about half your workers will plead over work caused them to not meet metrics.
It's a very fair question to ask the employee what activities need to be dropped to provide time for necessary work. Management and employee will have very different descriptions of unnecessary work that needs talking out
It's a very fair question to ask the employee what activities need to be dropped to provide time for necessary work. Management and employee will have very different descriptions of unnecessary work that needs talking out
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