I work for a company that makes us do self reviews, they do not give pay increases after those reviews. I ended up being vocal about needing pay increases which led them to providing us with two small pay increases every penny counts but it is still not enough with the many challenges we face. So, I asked for a higher pay rate and I was told to ask HR by both my manager and the VP, who then told me the company does not believe in performance reviews. Ever since then I honestly quiet quit because I had been going above and beyond for 3 years and this was the first time they mentioned such a thing to me. I realized the job is quite toxic for me but I am struggling to find new work. I have been watching your videos and they truly help me survive my days, so thank you!
It's reassuring to learn that the strategy I used (recency bias, primacy) can lead to success in writing self-evaluations. I submitted my evaluation over a week ago, but I'm lucky that my most recent work has been very high impact so that's precisely what I listed first as my accomplishments this year. Whether this will lead to a promotion remains to be seen but fingers crossed lol. I would also appreciate a salary increase, of course. One thing that I wish I had more clarity on though is that I'm usually the person people turn to when something is on fire because my turnaround is very quick on those (I'm a software dev), and this is recognized by higher ups. But I feel as though it's actually put me at a disadvantage when being considered for promotions. Sigh, we'll see. I'm tempering my expectations as far as that goes, but at least I know now what I'm worth. Your channel has really helped me grow more confident as a professional, Jennifer, so thank you!
Sending you all the vibes for the perf review! One way to transition to the go to person to put out fires is stop doing the work and start coaching your colleagues through it. It enables them, gets you out of the weeds, and stages you as a leader.
So I got very little notice before my review and was coming off being sick and for once I went into my review confident. I had a goal of 10% year over year increase and I hit 15%, I got rid of my passive aggressive shitty boss and was hopeful. I got completely caught off guard with a "developing" rating. I still got a 1.5% raise, so I'm not getting fired, but I was SHOCKED. I asked what my recourse was and was told none, raises were already locked in. I'm PISSED. I bawled and was a wreck, thank goodness over video chat, but the reason for my need for development was sometimes I don't know when to stop when making a suggestion or something like that. That followed that I was a hard worker, kind, helpful, flexible, company focused, and on and on but as a woman I don't know when to shut up...seriously? The only thing they could possibly be referring to is when I was warning them they were heading for a cliff and no one listened and now they've gotten a warning letter from a very important client. When I mentioned that she said that should make you feel good. You were clearly picking up on something.... 😡 I'm smart enough not to burn it down without a job lined up, but what's the recovery plan? I feel like I 1) quiet quit (which wouldn't last long bc I don't know how to just get by 2) pretend everything is normal and be agreeable while I plot my escape 3) be the somewhere in the middle and say no to the thing they want me to take on that's not in my job description and just do a B- job on my real job, since they obviously don't want me to be a leader, I'll just be a worker
Thank you for all your videos Jennifer. I have just recently dealt with a toxic coworker who thought it was ok to be sarcastic and ridicule me in front of the whole staff for something they have since forever been doing and I wasn't (I am new at the company and didn't know about this). It really affected me as I was beating myself up for it and thinking it was my fault, but thanks to your channel I have discovered that she is the problem and all I have to do now is let go, move on, correct my mistake, smile and focus on positivity. :)
Performance reviews exist primarily to address and document issues with employees that are not meeting expectations. For those that are responsible and producing quality results, the reviews are intentionally designed to keep these high performing people just a little bit on edge. I am very much jaded to performance reviews as you can tell.
I called it when I saw the title of the video. My company likes us to keep track of big things we do and trainings throughout the year, though. So that's how they get around that.
At my company we have mid year interim reviews and end-of-year closeout reviews. The manager I had for the last 3 years did my interim review and then I was transferred to a manager I've worked with twice before in my 32 year career with positive experiences each time, so much that I considered her one of my favorite managers I've ever had. Well, my prior manager gave me very good ratings at the interim review, some of the best I've ever had. But, in working with the "used to be a favorite" manager in the last half of this year, it was a nightmare. First her expectations were absurd for what we had to work with to get the work done (a team of almost all inexperienced people). She started to nag me and scrutinize everything I did. Now mind you, she fought to get me on her team because she knew my expertise, quality, and ability. But it's like she started to lose trust in me...because of her absurd expectations and promises to her manager. Then just last week I had my year end performance review and she wanted to knock me down a rating in two categories (from "exceed" expectations to "met" expectations in communication and from "far exceed" to "exceed" in quality/productivity -- which should be two separate categories). Her rationale made absolutely no sense. But, even if I accept her knockdowns in these categories, it's still one of the best reviews I've ever gotten...but I don't want to accept her knockdowns because I feel her reasons are fundamentally wrong. I have to sign the document, or refuse to sign. Haven't decided yet. At this point in my career, I'm just trying to hang on 3 more years so I can get full benefit of my pension. But this company has gone to the dogs.
I’m curious if it’s normal for bosses to enter a performance review with the raise decision already printed out and set in stone. I’ve had a couple jobs that handled things this way.
Wow! Time to get started as January is hitting. I have a delimma and I can really use some sane advice: my boss works from location A and all our super seniors and skip work from location B. I have a medium relationship with both my boss and my skip level boss but I am split where should I work from. It's left upto me and I am comfortable personally with both locations.
It’s totally understandable but we should consider projects under importance and priorities pillar, not just recent ones. 💪 I’m saying this because of complexity of projects are very high in huge organizations and recent projects are not always relevant. I can conclude only one thing - if a manager sees only my recent project and work, he’s not visionary and he’s not a leader. Fact😊 And to point out - we should be politicians if we want to prosper. Everything for company! ❤ everything is subjective, and hard work is not always good path to increase your career, it’s a killer to inner self in many ways. So, who is the best communicator, politician and great tactician- that person will make the best move! 🎉
All humans are susceptible to recency bias; I agree companies should put systems and enablement in place to mitigate it, but it'll still be there. But, we can use it! For those large projects provide continuity to success metrics, templatize process or operationalize learnings. And def include it in your recap email :)
@@JenniferBrick Always included 😊 and for metrics, I’m just preparing platform for cadence! It will be dope 😊 thanks for your video! I am glad you’re feeling better now!
If your manager is sabotaging team member to downgrade performance reviews and the pay increases they impact: 1. don't give them ammo (these tactics work!), and 2. Consider the opportunities for success under leadership who does that.
