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This sounds like a poor management issue not an employee issue.
The performance reviews are one of the few tools that managers have to properly manage during the execution of the company’s plan.
The best use of this tool is to let the employee complete a self-evaluation review within a specially designed Performance Review frame work.
After the completion of the self-evaluation, the employee and the manager will discuss the results and come up with a final rating, and set new goals for the employee to be complete by the next period.
When both parties accept the results of the appraisal, the document shall be signed and placed in the employee personnel file to be compared in the next evaluation.
first i will compare myself with the appraisal form then i concentrate on my work more to achieve my goal.and try to do more hard work
In case my performance was below the target, I will try to work harder in order to achieve the target needed , by looking into the area that need improvement , the most important is to achieve the target needed and be a team player in the company to achieve overall company target.
I will submit a request to discuss it again
I'll have meeting with my supervisor and ask him reasons of this difference. i'll try to convince him to upgrade my appraisal due to having better performance otherwise if it's my fault then i would try my best to achieve my goals.
Performance appriasal is one of the crucial HR process and should be carried out seamlessly by the individual and the manager. In case of difference in the appraisal and discussion, I would reach out to my manager as he or she would be my first point of contact along the discussions and signed appraisal documents. If unresolved at his/her level then would go for a Skip level meeting to discuss and get it rectified. Employee should be empowered to stand for their rights.
Some companies rate the employees by comparing their performance with others. When this is done, then someone will end up being at the bottom, even when he has performed well as per company standards. Here the employee is not performing badly, but here the problem is with the goals that have been set. If he would have been judged as per company standards, then his performance would have been rated highly.
I will document my opinion in the appraisal before signing it.
Performance review is a tool to document a period of time appraisal, and should serve the purpose of advancement and might be to get rewards. if the agreed performance with concerned superior is changed then there is a problem either with the interviewer or with the interviewer superiors in order to reflect or to prevent certain consequences. in both case the employee should discuss this with the interviewer and/or escalate this issue to a higher authority to unlock the exact performance to set the successful goals for the next period.
When both parties accept the results of the appraisal, the document shall be signed and placed in the employee personnel file to be compared in the next evaluation.
Performance appriasal is a critical HR process and should be carried out seamlessly by the individual and the manager. In case of difference in the appraisal and discussion, I analyze the variance and reach out to my superior and schedule a meeting to discuss the differences.If unresolved at this level, would further discuss with higher level to get it rectified and hopefully reach a win win situation and align the feedback.
