I work in a large organisation with clear guidelines on how to conduct EoY conversations. I've been there less than a year so this is the first time I've undergone this process, and my line manager has been here less than 6 months so it's his first time conducting one at this organisation.
He has, just this week, created a list of 'accountabilities' that include behaviours/expectations that haven't been clearly communicated amongst the team. I wasn't ever aware until the most recent review meeting that I was going to be measured against these, especially retrospectively.
The wider org has expected behaviours and skills for every job role in the org. They have ranked the skills for each role, as well as defined them, so it's very clear what I'm supposed to be doing for my job description and what I will need to be able to do if I want to gain a promotion, for example.
My manager has said these are "wrong" for our roles in the team, and that he hasn't referred to the descriptions and definitions when devising his own list.
I feel very uncomfortable with this situation and I'm unhappy about being measured against a list of expectations that (1) I didn't know about until the other day and (2) aren't in alignment with the organisation's view of my behaviours and accountabilities.
How much of a worry is this, if at all? For what it's worth, I come out well against this new list, but a lot of that is chance (e.g., new manager is trying to get everyone to align with a certain way of working that I already knew about and did in a previous role, but has been new information for everyone else, I am measured 'higher' than other colleagues as a result). I feel very uneasy all the same.