Ask pin pointed questions. The one thing that I have learnt in the last few years is that the only way to make people accountable or to point out a mistake at work without offending anyone too much is by asking the right questions.
Why ME here? What could I have done to get an EE?
If the answers are :
"You did not get the opportunity to display certain skill" ...then go around why was I not given this, or why am I being judged on something that was totally out of my control and rather more in your control.
"You did good but lacked ownership in some places" ....then ask for specific pointers , that exactly point out where (if they don't know the exact instance, they should not make this a point in review then)....let them know that the point they are mentioning does have merit from your view or does it feel like "bahut knit picking kar rahe ho ....Gina ne ke liye Gina rahe ho bus"
"Youd did well, but We want to see how consistently can you keep on doing this i.e tenure"....let them know ki this is silly, I can't be at my A game all the time. I must be given the credit and bounty I deserve...
If they say in next cycle you will get it...tell them that next cycle ka hike and all will be applicable from April 1 and that's to late.
Just bring all of the pointers to the desk.
Yes these are super though questions and tbh it is very much possible that your manager had his hands tied too....but well they are pain a large sum to absolutely deal with these problems itself. So at the end of the day they do have the responsibility to answer all of your questions.
Whenever you feel neglected...show disapproval.
Be blunt in asking for hikes and pointing out that my pay is not as per what my contributions are...this is demotivating..
And if the pointers that ar mentioned actually have merit. Make a plan with them to rectify all of them in the coming cycle. Ask for opportunities that you feel are needed to excel in current or next designation.
File a harassment report on your reporting manager! This way if they don’t give you an appraisal you can blame the leadership for colluding to silence you!
Evil, yes but definitely the best way.
Hey folks, Can you please share the methods and [] while writing self performance reviews?
As starter, I'm sharing couple of pointers I follow:
I want to go fully prepared and this is the first time I’m sitting down for this meeting. I come from an content writing background with a tech company.
How to deal with situations where you have given your best and contributed a lot to the project/Organisation (which is tangible) but the efforts don't get reflected in your performance appraisals and promotions due to office politics? Y...
Need advice from the community.
I had my performance review with my manager last week. The broad feedback was something like this- in her mind, if I'm given any task, she knows it will be done and done well, meeting all expectations. Sh...
