Is your job performance evaluated too much, or not enough? — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily
  • LinkedIn
  • YouTube
  • Twitter
  • Facebook
  • Google+

Is your job performance evaluated too much, or not enough?

Get PDF file

by on
in Admin Pro Forum

Question: "Where I work, we don't have performance evaluations, even though it's a big company. We never really know when or if we'll get a raise, and we don't have regular meetings with our bosses to talk about how we're doing. I'm wondering if this is unusual or just unfamiliar to me, coming from places where we had to set goals (too many, if you ask me) and had annual reviews. It feels like I might be getting short-changed somehow, but I'm not sure what to do about it. I'm not about to walk into my boss's office and say, 'The system needs to change!'" - Karen, Accounting Assistant

See comments below, and send your own question to editor@adminprotoday.com.

{ 4 comments… read them below or add one }

Fran August 24, 2017 at 5:38 pm

I work in a small organization, and we have an annual review. My boss has us do a self-evaluation. Our meeting is a mutual exchange, and we compare each category. This is the time for me to set personal goals with my boss as well. I advocate for regular free flowing dialogue to make sure you’re on the same page with your boss, maybe you always are. No one is perfect, and I know there are areas I can improve in. I agree with Melissa about blocking out some time to discuss your achievements and where you may want to go. Good luck

Reply

Melissa Hunter August 24, 2017 at 4:24 pm

I have not had an annual review for several years, I have always found them rather useless. More an exercise for bosses to follow procedures than a useful exchange. I would rather have feedback on an ongoing basis than just once a year.

If you feel you would like more accountability, then track your achievements and your screw ups and block an hour on a regular basis – annually, semi-annually, quarterly – to review what you have done and make sure you are on track for where you want to go.

Can’t speak to raises, as we are a unionized environment, so as an excluded person, our raises are usually based on what the union negotiates.

Reply

Cheryl August 24, 2017 at 4:19 pm

I am anxious to read the other replies that come to this question. The larger corporations I have worked for each had a “review system” and pay rate increase policy annually. Some of those had a mid-year review as well. Raises were considered at the annual review based on your rating (and whether or not you met your goals for that year). As frustrating as the review process can be (my current company requires we evaluate and rate ourselves first; then boss) I would be VERY uncomfortable if there wasn’t a structured, formal review process. For the most part, all my bosses were good at letting me know if I wasn’t on the same page as they were so the review was never a shock. Also, it is nice to have record of former reviews for so many reasons.

Reply

Mark August 17, 2017 at 12:57 pm

I honestly don’t think there is a “normal” anymore regarding this issue. Where I work, we meet with our supervisor every two months, with the first meeting of each year being the meeting in which we are eligible for raises. I know many people where employees only meet once a year with their supervisor for a huge annual meeting. However, I would conservatively estimate that at least 50% of job candidates we interview state that where they currently work, there are no formal reviews and there is no specific designated month/quarter in which everyone is eligible for a raise.

Reply

Leave a Comment

Previous post:

Next post: