Writing own performance feedback (job review/pay rise) -HR view

[NewbieManager]

Posting for traffic...

Am doing year end reviews for my team and got very long/detailed and extremely positive feedback for one of my employees... ostensibly from a stakeholder but I think she’s written it herself (has her long winded style)

She’s good, but not THAT good, and we are right on the fence about giving a higher rating (that triggers payrise etc)

Context: these 2 are best of pals, and when I asked my team member for names to approach re feedback she gave this one first. I said her (likely colluder) was a bit junior and could I have some additional names which sparked a storm of protest...

I’m annoyed as believe it’s dishonest/playing me for a fool, and want to put her back to the ‘average’ rating

Has anyone seen this before.? WWYD? V interested in HR opinions...

I’m a bit wary of kicking up too much stink as newin company but think this crosses a line...

Oh she sounds a bit sneaky. I'd be in the same boat as you.

Does she work closely with this ‘reviewer’?

Full marks to the employee for highlighting what fuckng ridiculous charade annual performance reviews are.

I've seen lots of people gaming these and other fucking stupid processes over the years - and fair play to them, that's what happens when your organisation is more interested in designing daft schemes than actually doing useful stuff.

If gaming reviews is good enough for large online retailers.......

Ooooh hard one. Could you call the supposed referee and probe the feedback? I would call and say, thanks so much for this - what would be really great is for you to provide an example of this behaviour and how it provided value to you and your team blah blah. You will know pretty quickly whether she wrote it or not.

Do you like your employee OP? Just musing on your comment about her ‘long winded style’

I applaud the employee, it's not like I've never asked a friend to be a reference or anything in my lifetime.

Speak to your HR about the process, they'll be better placed to advise you. Surely reviews are based on things you can measure, targets, etc rather than "dear boss, my friend says I have to tell you how good she is".

@mamange

Ooooh hard one. Could you call the supposed referee and probe the feedback? I would call and say, thanks so much for this - what would be really great is for you to provide an example of this behaviour and how it provided value to you and your team blah blah. You will know pretty quickly whether she wrote it or not.

Do you like your employee OP? Just musing on your comment about her ‘long winded style’

Hi All, thanks for the comments

I raised it to my boss & she agreed with me that best thing is to call up the 'reviewer' & get some evidence/examples

Shes not a bad employee, just a bit entitled, & this is an example of it really - trying to get ahead by fair means or foul

You need to go and get feedback yourself from More senior people and see if it corroborates.

You could start a disciplinary investigation if you think that your employee is being dishonest.

Your employee deserves the pay rise, you have a stupid system if you are asking your team members for names to approach re feedback. It's your own fault really.

Also sounds like you don't like her.

Why do you ask the employee who to get feedback from? How ridiculous.

Presumably the feedback from peers is not the sole influence on a performance review? Surely it's the manager's view that is the deciding factor. Have they met their objectives this year? Have you identified any gaps in their behaviour, knowledge or skills that need to be addressed before they can progress to the next level? What are the criteria set by the company that need to be met to qualify for progression? I'd be considering all of those, before I then finally looked at additional peer feedback.

I’m not in favour of 360 degree feedback but you are right to probe the reviewer and ask for specific examples. I would also obtain feedback from two senior managers in the business areas your team member supports

@Catlover77

I’m not in favour of 360 degree feedback but you are right to probe the reviewer and ask for specific examples. I would also obtain feedback from two senior managers in the business areas your team member supports

I did, & it confirmed my suspicions as it was v vague & she struggled to give examples

Have got V detailed feedback from another senior mgr (completely different-specifics focused), & a line or 2 from another

Its fine, she's performing - waiting to see what my boss thinks