Register now or log in to join your professional community.
To accept positively and register your point of view and comments formally at the appraisal form or through the system in case the company use appraisal software. Your comments will be viewed by the next managerial level for further review and maybe revision. Don’t resign, don’t give up…just continue do your job as it should be done…sooner or later your voice will reach the right place.
I believe if you can't make people do what you like do what they like or want ,that is one way to win them and get a positive appraisal.
Its a learning curve - be positive and put your comments systematically with due analytical measures which can be viewed by your second level supervisor/manager. I support Hani's views on this topic.
Performance appraisals is based on the process of "supply and demand". In the beginning of the appraisal year, you and the manager should agree in writing on the key performance areas (demand) that is expected from you. At the end of the appraisal year, both should agree on the evidence submitted to proof that you complied with the minimum requirements agreed upon. The way this is done is open for interpretation. A very good suggestion is to have informal discussion on performance on a more regular bases, such as once a month. This will assist you in identifying gaps and you have more time to close them before the final appraisal meeting is held.
Review your appraisal thoroughly and then appraise yourself if you think that it is unfair in some areas, discuss with boss why he/she has assessed you low in those areas. Agree and improve yourself if his/her assessment appeals you otherwise you have the right to put it in writing areas where you are not satisfied with your assessment giving your reasons before signing.
When I sat a performance appraisal meeting with my supervisor, if I disagree Ido:
1. Show monthly report throughout the year.
2. Show evidence as report, attendance sheet.
3. Take preparation to prove past work.
There are two option
1- Refuse and resign immediately in case you have another good opportunity
2- Accept and doing your best for next appraisal
In few simple words " you can do nothing " if you intend to remain in the company. Other option is resigning from the company if you find the appraisal as harsh to you and away from reality. In my opinion no supervisor will admit he has mistakes especially in the appraisal.
Do your best and don't lose your perfect performance!
Assuming "rating decision" is arrived after a fair amount of dialogue happened between Manager & Team member........you have to first ask yourself if the manager welcomes a conversation on the disagreement, If yes, pls do proceed and go prepared with your point of view and try to match his views on specific points & LISTEN to his/her explanation carefully.....If the conversation concludes with NO change in status-quo.....It is win-win (fail is a win) for both to ACCEPT and work with a plan to change this. Speak to the skip-level in your reporting line & share your views.........seek advise. Most importantly, NEVER miss to seek your coach's help to SPOT the bug in your work relationship........Its HELPs......!!
However, If the said workplace is a strong Top-Down approach on people management..........play to WIN in the long run......"Quitting, Fighting, Complaining" will NOT produce a career result......ONE disagreed outcome cannot decide many past years of performance........Invest the learning earned in this transaction for following years.....Happiness is in our hands.....!!
The best thing to do is ask to append your own comments to the performance appraisal documentation, so they will become part of your permanent record, along with the supervisor's opinions, evaluations or ratings. Most companies should allow this. Keep your comments short, as calm as free from angry rhetoric as possible, and to the point. To the extent possible use specific examples and situations to support your side of the argument. Be business like. Beyond that, you have some tough decisions to make. How you handle this depends on how the evaluations are used. For example, you may want to work harder to remedy a performance evaluation with which you disagree, if that evaluation is going to be used to decide whether to keep you as an employee, or fire you, and you care about that job. The first step, though, is to see if your company has any policies on how to handle performance evaluation disagreements, and how the evaluations are to be used.
