To get stuff off my chest at work review?

[8feet12paws2fins]

Hi everyone.
I have a review coming up this week and despite being 30 and having worked since 15, I’ve never had a work review believe it or not.
Manager says it’s a chance to see how I’m doing and a chance for me to ask any questions or put anything forward to them that I may want to speak about.
I’ve been a bit unhappy in my job lately (have been there for 6 months and all was fine at first!) and a lot of it is through working situations and the way management deal with stuff/treat you.
They know at work that I’m an honest person and will speak my mind and stick up for myself (not in a rude way) but I just don’t know if a review is an appropriate place for me to get it all off my chest?
I know I sound stupid and I’ve been told to put stuff forward at the meeting if I need to BUT I’ve built up so much in my head that I want to unload and I just don’t know whether I should keep quiet and have a stiff upper lip about it all.
Dp says he’s been in a job he often dislikes for years, as are many people and he just gets on with it as it’s ‘part of life’.
One of my sore points is that we never get a thank you for anything! Again Dp says ‘this is the real world, bosses don’t thank their employees all the time! They need to show power and have the upper hand’. I think however that you can still have a professional relationship and there be a clear line about boundaries but a bloody thank you once in a while wouldn’t go a miss!
I don’t remember the correct saying but something along the lines of ‘you will attract more flies with honey than vinegar’?!
Anyway, I’m rambling! I’m no good at paragraphs or writing eloquently, so I apologise if this is hard to read.
In conclusion do I be completely honest at my review and get it all off my chest or just use the opportunity as them giving me feedback and I bite my tongue?
Thanks all

I don’t know where I said that I wouldn’t do something that I was asked or that I would respond to something I was asked to do if I didn’t like it or agree with it.

I never said you did say you wouldn’t do it.

What I did say is that even if you have no intentions of refusing to do something, if someone tells you to do it it’s rude and unprofessional to let them know you don’t like it/don’t agree.

I used to manage someone who when asked to do a task would say “I don’t like it but okay” or “I don’t agree but I suppose I will”. That is rude and irrelevant. Your comments and opinions are not necessary; I really don’t care if you think the milk should be stocked more than it is, or if you think cereal should be facing the other way.

For what it’s worth she did not pass her probation for insubordination.

@8feet12paws2fins if you take that passive aggressive attitude in with you your review won’t go well either!

If you have challenges linked to covid delays then that is a separate conversation with the relevant person, not the performance review. When you do raise it, don't take the passive aggressive approach you seem to have (eg I don't like this but I'll do it).

Your performance review is about your performance and part of that will involve being asked for your input. That's the point to mention practical things that would help you develop. It isn't an offloading sessions, nor is it time to tell others what they aren't doing right.
How candid you can be depends on the relationships you've built, but it's always better to say too little than too much.

Would it be appropriate at the end bit for if I’m asked for any comments; To mention that I think due to the covid restrictions making our job take longer, it feels a little unfair to ask us to complete it in the same time frame as before?

Frame it differently. So... “I’m sure you’re aware that due to corvid restrictions, xyz is taking longer. Do you think we could have a team meeting to discuss if there are any ways we can manage this so we can complete it in a timeframe to meet the companies needs. If we can’t, could we discuss priorities on the work that needs doing”

Make sure you throw in ‘we can manage” and “companies needs”. Your manager should get the message, but you are offering possible solutions rather than complaining. Also, if you are talking about 10 minutes here and there - don’t bring it up. Quite frankly, it’s petty in the current circumstances. If you are looking at over 30-40 minutes every day, try to work out a solution as above.

It’s all about how you present it.

Lastly, this is a key time your manager will be thinking about you - positive or negative. If you waste it my moaning, you’ve wasted it. You can get the same points across in a positive way, leaving a positive impression. Guess which approach is most likely to get the results you want.

You get thanked every month with money going into your account!