Line manager never held a 1-2-1 with me or annual appraisal

[Bitesize89]

I feel a bit fed up, I've been working this corporate job for three years now and my LM basically does the bare minimum it seems in terms of LM. She never reaches out to see how I am, when I have questions she'll ask not to call her and to msg in teams if I can. We've never had a one to one and it got to the point where it was year end and I msg her asking if she would schedule my annual performance review and she said we only needed to meet if I wanted to. Before everyone jumps in and says she's might be busy and have loads on her hands, I do realize that but I find it crazy to have this much minimum support in three years. From time to time ok but I've had no support or help in this role and it's really affected my motivation at work.

First thing to do is make sure you've clearly documented all the times, dates, occasions you've asked for support and not received it. Also detail the knock on impact that has for your work.

Is it company policy to have 1-2-1 and an annual appraisal? Do others have similar issues?

I have raised a grievance about a very similar situation in the past. I ended up leaving (with a payout and an NDA) before it was resolved though.

I would be very unhappy with this. Does your company have any kind of policy about what line management is meant to involve?

She's failing in her duty and not doing a big chunk of her job which is supporting her team.

The 1-1 is her chance to check in with you, to give well done feedback that will motivate and encourage you to continue delivering, and developmental feedback that will help you stop / start / improve where you need to.

And your chance to share what you've done, highlight success, ask for support.

And it's about fairness. If you're ambushed at midyear or end of year with a less than glowing performance appraisal, she has been unfair.

Start formally requesting 1-1s, face to face or Teams.

Come with your notes on your achievements and delivery notes ready to discuss.

Actively seek out feedback.

Make notes and share them with her as a record of what happened.

If she refuses, note that too.

It might be wuse to check organisation policy on management behaviour - is she doing what she should? If not - speak to her LM. She may be overwhelmed and need support herself.