quote:

Originally posted by Oz_Shadow:
I would scan them all, send an email to him, his boss, and HR. Sounds like he dropped the ball somewhere and is blaming you.

Nailed it!!!

I once had a VP who said that while performing reviews, you had to find something bad. No one is perfect, everyone has something to work on.

That was a pain in the ass when I had to review my team. One, because we didn’t wait for reviews, we addressed things as they arose. Two, I had known this team for years and they were in a good groove.

I wound up making up minor points, all with the full knowledge of the person being reviewed, to meet the letter of the law.

Annual reviews should be nothing more than a formality, looking back on the awesome and here’s your merit increase.

quote:

Originally posted by walkinghorse:

quote:

Originally posted by Oz_Shadow:
I would scan them all, send an email to him, his boss, and HR. Sounds like he dropped the ball somewhere and is blaming you.

Nailed it!!!

This but politely at this point. Also restate in your note, the email address you are sending them to so you can confirm it is the correct one.

How up to date is your resume and have you started looking, just in case?

Bizarre seems an understatement...

I was fortunate enough to be able to find something that started the beginning of this year. The previous company imploded, suddenly.

Monday morning, forward everything you printed (converted to pdf if you can) and CC HR and the next higher up in the chain. (Monday just before he gets in prevents a well composed retort which blames you.)

Include a very, VERY, politely, professionally, and tactfully worded email to explain how you have sent the TPS reports and it's likely he just missed them or his email automatically placed them in a folder which he was not aware of (do not blame him for anything to include, or be interpreted as, ignoring them or not having the time to read them).

quote:

Originally posted by 220-9er:

quote:

Originally posted by walkinghorse:

quote:

Originally posted by Oz_Shadow:
I would scan them all, send an email to him, his boss, and HR. Sounds like he dropped the ball somewhere and is blaming you.

Nailed it!!!

This but politely at this point. Also restate in your note, the email address you are sending them to so you can confirm it is the correct one.

Bwahaha, just read this after I posted my reply. Great minds and whatnot.

Not knowing how formal your review system is - I agree there is something wrong here. If you were being properly managed there should be no surprises on your annual review - especially something 4 months old. If he wasn't getting your required weekly updates, it should have taken less than a month for him to address that with you (were they only sent to him or were others copied?). I suspect you two weren't having weekly or monthly 1/1's - or even a check by you asking if the new reports you were sending had all the required information? It certainly looks bad on him that he did not follow up - if they were required/important he failed to address it sooner (unless he is THE boss and reports to himself.)

We all have area's for improvement and development and yes these should be in your review. This sounds like he missed something and you are going to held responsible for it - or he doesn't give a shit and is on the way out himself.

Whatever the problem and you don't drop it (I am not suggesting you do), it is going to require you to prove yourself right and thus by default proving him wrong. Breaking the "make your boss look good" rule. He has chosen a significant issue (4 month performance problem.) Maybe it blows over. Maybe you win, he leaves and you take his position. Or maybe he wins and forces you out. Managers rarely like to be proven to be wrong.

I wish you luck in your decision and career.

agree something weird is going down

more to the story?

that's one great thing about email -- the paper trail...

-------------------------------------

I once had a boss who told all his managers to fire anyone who didn't get an "excellent" for their review. Obviously, managers didn't want to fire people for being less than excellent and then have to replace them. So EVERYONE got an excellent, even though clearly, everyone was not excellent.

Another time I finished at 104% of goal for the year, which was quite a feat at that company, and got a "meets expectations" for my review. When I protested that 104% of goal was, by definition, "exceeds expectation," my boss agreed to change it. A week later he said it was too late and had already been entered and processed.

Reviews are a total joke and nothing more than a CYA justification for whether they want to give you a raise or not or get rid of you.

The one thing I’ve always been told that there should be NO SURPRISES during an annual performance review such as this.

If your management was doing their job properly, and had concerns about these reports, they would have let you know during the year via feedback sessions or tag ups . The fact that they ambushed you like that leads me to believe they are either incompetent or planning on getting rid of you and using this as an excuse.

90% of the bullshit in these reviews is "IC"
Incentive Control

Keep everyone beat down so they don't ask for raises or question lack of bonuses when company has a good year.

I've seen massive "reduction of force" and doomsday predictions, only to see a shareholders report a couple months later come out and be a record setting performance.

Yeah, I can get pretty jaded.
I'm one of two salespeople in the farthest market away from HQ.

We have had huge increases in sales and margin $ two years in a row, so of course they fire my co-worker (2 years from retirement) and refuse to acknowledge that I MIGHT need some help to keep growing the market.

This type of crap, and the OP's situation, is why I buckled down and paid the house off early and keep bills as low as possible.
I can take any menial job and still eat and keep the lights on.

So how did things go today? Hope it turned out to not be a big deal . . .

quote:

Originally posted by lopezp:
The review was fairly positive, except that I was told that my resistance to completing tasks and submitting reports when required has lead to a loss of confidence in my abilities to manage. Due to my lack of regard for these required reports, I was questioned on my time management and prioritization abilities.

It was at this point I politely stopped the conversation and asked for specifics, because as far as I was aware, I was submitting required reports with the utmost care. I was told that I had not sent any of the weekly tracking logs that were implemented October 1. 4 months worth of weekly reports.

lopezp:

So...what happened?

Did you set your boss straight there?

I worked for a national retail Mexican food chain not called Qdoba for several years. The corporate culture, at least in my group, was pretty toxic to say the least.

In my review one year, I sat with my manager, and his manager. My review (the one that I complete and then my manager makes comments) was placed face down on the table.

The review lasted 90 minutes, and that papter was never turned over, reviewed, or even mentioned. The whole time was spent talking about the other members of the group, and what I think of them, and what they think of me.

Reviews are pointless. If you have a good manager, then you check in throughout the year. You both are in agreement as to your goals, your progress, and your areas of opportunity.