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Original poster

Work situation - need advice

130 replies

worksucks2023 · 14/07/2023 08:08

Have name changed for this.

I've worked in financial services for the same company for over 20 years, been in current role for 5 years. Mid management level. Never ever had any performance issues in all of that time.

I've just had my mid year review and have been put in a category which effectively means I'm not performing. This has come completely out of nowhere, no previous conversations about issues with my performance. I'm very angry and upset. The summary that my manager has put together of the first half of the year is inaccurate and unfair. There have been some development needs flagged, which I'm ok with, but I'm not ok with being put in an underperforming category. Manager isn't very good, doesn't motivate, basically made me feel like shit to the point that I was in tears in the meeting and had to cut it short. He suggested next steps are that I work on pulling things back during the second half of the year.

BUT: I don't want what will effectively be a black mark on my record. In the business I work in, this marks you as first out the door if there are redundancies.

I haven't changed anything about how I work, but the business I work for have become more and more demanding around performance and you have to do a lot more now just to be seen as having a good performance.

My instinct says I need to challenge this with HR but I don't know if that will do me any favours in the long run. I also feel like I want out - I'm in my 50s and just don't feel able to cope with these kinds of demands any more. But I can't afford to leave unless I get a pay off.

Any advice?

OP posts:
letspartytomorrow · 14/07/2023 08:12

Is there any feedback from peers that you can include with the review? I.e any evidence that you are not under performing?

All issues should be addressed in regular 1:1s not a surprise at a review meeting. Therefore perhaps an informal chat with HR with regards to policies could be helpful

Original poster
worksucks2023 · 14/07/2023 08:14

letspartytomorrow · 14/07/2023 08:12

Is there any feedback from peers that you can include with the review? I.e any evidence that you are not under performing?

All issues should be addressed in regular 1:1s not a surprise at a review meeting. Therefore perhaps an informal chat with HR with regards to policies could be helpful

Yes - it's this feedback which has basically been used as a stick to beat me with. Things highlighted that I could do better (which is fair enough), but does not put me in an 'underperforming' category according to the definitions in the framework. And the manager has ignored all of the positives, and focused on the negatives.

OP posts:
Original poster
worksucks2023 · 14/07/2023 08:27

Oh, and I also got a 100% positive piece of feedback which has been completely ignored as it doesn't suit the narrative.

OP posts:
letspartytomorrow · 14/07/2023 08:30

I would potentially ask for a meeting with the manager and go through the framework with them and ask for more detail where you're 'underperforming'

WeAreTheHeroes · 14/07/2023 08:32

Well if you can demonstrate the outcome of the review is not in line with the framework then you have a good case to get this overturned. What is the review appeal process and/or grievance process? A review should not be used to do this. If there are real concerns then there should be a performance management process.

WeAreTheHeroes · 14/07/2023 08:33

I agree with the pp - you should challenge the review. Keep it factual and keep emotion out of it. Document everything.

Original poster
worksucks2023 · 14/07/2023 08:33

Not sure what the grievance process is, I've never had to do this. But yes, I think I need to find out.

OP posts:
Sndhehjzugwvs · 14/07/2023 08:36

I had this done to me, without any justification, followed the next day with redundancy announcement. Really hope that is not on the cards for you.

You were ambushed at your appraisal. This should not happen but sadly does. Definitely challenge this. Stand up for yourself. Best of luck.

Original poster
worksucks2023 · 14/07/2023 08:39

Thankyou @Sndhehjzugwvs - that's horrible that it happened to you. Quite frankly the way I'm feeling now I'd take a pay off as I don't think I can cope with this kind of working environment until I retire. I've had a very difficult menopause and it makes it very hard for me to keep up in what is becoming a toxic workplace.

OP posts:
AuntieJoyce · 14/07/2023 08:54

OP sorry this is happening to you it sounds shit. I had something similar when I worked at one of the big four. Also financial services. Their performance appraisal matrix had to put certain people into underperforming categories. So if you’re in a peer group of 10 three people had to sit in the underperforming category, regardless of whether you’d been performing reasonably or not.

Sounds like something like this is happening to you and they’ve had to find some stuff to justify it. I’d be definitely pushing back and saying I’ve not underperformed here, here, and here. I would be taking it up with the manager first and just letting them know you’re not going to be a pushover on this because that’s what they’re relying on.

Original poster
worksucks2023 · 14/07/2023 08:57

@AuntieJoyce I definitely think this is the case here - they have a quota to fill for each category.

I've told my manager that I want HR present at our next conversation. And I'm in the process of going through his document and challenging anything which is unfair.

OP posts:
NoSquirrels · 14/07/2023 09:00

In the business I work in, this marks you as first out the door if there are redundancies.

I want out - I'm in my 50s and just don't feel able to cope with these kinds of demands any more. But I can't afford to leave unless I get a pay off.

You can, and should, find out the process to request a review of your appraisal and its outcome. But, it would also be legitimate to think ‘Well, at least if there are redundancies on the cards I’ll definitely be offered a deal…’

Would you look for a new job then, do something different? If so, can you make those plans now?

Original poster
worksucks2023 · 14/07/2023 09:00

Oh the other thing which is relevant is that I went down to part time (80%) at the start of the year, but my workload hasn't dropped. So I'm actually fucking good value for money. Honestly, the more I think about this, the more furious I am.

OP posts:
NoSquirrels · 14/07/2023 09:03

worksucks2023 · 14/07/2023 09:00

Oh the other thing which is relevant is that I went down to part time (80%) at the start of the year, but my workload hasn't dropped. So I'm actually fucking good value for money. Honestly, the more I think about this, the more furious I am.

You should definitely document that. Ask them to either reduce your workload so you can perform/over perform to the correct level for your hours, or acknowledge that you have 20% more work than last year and that’s not documented in this review. Get whatever you can in writing.

WorkingItOutAsIGo · 14/07/2023 09:05

If you’re still suffering from menopausal issues I would urge you to get medical help - HRT has literally saved my life - but also isn’t it now treated as effectively a protected characteristic so you should log it and get HR and managerial support and adaptations in place.

and come on, you’ve had a long and successful career - you’ve got this!! Don’t give up at the first hurdle. You can sort this.

Original poster
worksucks2023 · 14/07/2023 09:58

@WorkingItOutAsIGo am on HRT, but it doesn't completely solve everything.

OP posts:
HundredMilesAnHour · 14/07/2023 10:56

I also work in FS and I think unfortunately it is becoming the norm that you need to be excellent at your job to be considered as 'satisfactory'. Any development areas (which you agree there are OP) will mean you end up categorised as under performing. Maintaining the status quo isn't enough these days. The bar is set high.

My FS employer is very clear that we are expected to be excellent at our jobs hence excellent means we are merely 'meeting expectations'.

To be frank, I think you're onto a loser with this one. I'd take the feedback onboard and pull your socks up in the areas where you admit you need to improve. There will be a bell curve you're judged against and those areas will be what has cost you.

mainbrochus · 14/07/2023 11:00

Crap managers just look for the easiest person to bully and give low scores to. Been there, had that done to me.

just by putting up a fight then he will probably back off.

document everything
HR are working for him not you, they just want everything by the book. They won’t help unless they have to.
can you ask people for feedback outside the team? Call in the all the favours !
also start building a network of MDRs that rate you, that will also help

Original poster
worksucks2023 · 14/07/2023 11:04

@HundredMilesAnHour that's fucking depressing. I don't know if I have it in me to do this for the rest of my working life.

OP posts:
HundredMilesAnHour · 14/07/2023 11:13

worksucks2023 · 14/07/2023 11:04

@HundredMilesAnHour that's fucking depressing. I don't know if I have it in me to do this for the rest of my working life.

Yes it is. It seems to be the nature of the industry unfortunately.

I feel you. I'm early 50s and started HRT last year (despite being high risk for breast cancer and it being against the advice of my breast specialist) because the peri symptoms were so debilitating that I couldn't do my job. I'm much better than I was but still struggling but feel I need to keep my mouth shut because if I mention menopause it draws attention to my age and that's a red flag. The pressure to excel at work and the constant judging is exhausting. Didn't seem so bad when I was younger but now I feel mighty tired of it. I'm very good at what I do but am also very aware that the slightest hint of weakness will be used to move me down the bell curve. Not because my management are bad people but because those are the 'rules' and someone has to lose out so everyone kills themselves to make sure it's not them. And of course this means the expected standards gets higher and so it gets more and more demanding just to be 'as expected'.

AuntieJoyce · 14/07/2023 11:23

I think the fact that you are now working four days a week should definitely move the goalposts in your favour. I would definitely ask for another meeting about your performance to include HR and raise the fact that nobody has taken any steps to reduce your workload. Therefore it’s inevitable that you would be seen to be underperforming because you now have 20% of your working week removed.

I don’t want to bring this back to me again, but I had very similar situation when I was three days a week and I was still running the biggest portfolio of clients out of the people I was assessed with. It was the unfairness that got to me and it’s probably the same for you. I too got upset, then I got angry, then I left and took the clients with me.

I know sometimes people come on for advice and then don’t need to return, but this is the sort of situation that this forum can support you through, if you want it. As PP indicates above, it’s survival of the fittest in these situations and sometimes it does feel like it’s hard to drum up the tenacity for it, particularly when you’re struggling through the menopause.

Original poster
worksucks2023 · 14/07/2023 11:39

Thankyou, I really do appreciate the support and solidarity. There's no one at work who is in the same position as me that I can talk to about it.

OP posts:
Original poster
worksucks2023 · 14/07/2023 11:47

Oh, and the irony is that we're meant to have a workplace menopause policy. But it's just lip service in reality.

OP posts:
Chewbecca · 14/07/2023 12:01

Do you have clear objectives and can you show you have met them? That would be a good basis to gather evidence to support a formal request to change your rating.

If you do not have clear objectives that would also support a request to change your rating. You state that you were of the understanding that you were fully performing the role requirements,. You have not been advised any additional requirements or that you were not meeting them. You were not given an opportunity to meet the requirements because they were unknown to you. It's not ok to formally record that someone hasn't met a standard if that standard hasn't been set, articulated or informed.

Draft a strong, factual, to the point, non emotional rebuttal to the rating requesting the change.

Is it worth separately quietly asking if redundancies are on the way and asking to be in line for it if that would work for you? I left financial services via redundancy at 50 and it was a perfect move (for me). It's not an easy place for a menopausal woman (despite the policies as you say!).

I wouldn't bother with HR in performance conversations tbh, their role is to ensure the company meets its obligations, not to help you IME.

Good luck!

lifehappens12 · 14/07/2023 13:12

Hi, as others have said it will be about the bell curve and quotas - ie x% need to be in the bottom group.

I hd to explain to a heartbroken member of the team she was in that bucket as her performance although great wasn't as good as her peers.

It's wrong yes but that is what FS is doing to people.

If you want to continue -
Take the feedback and set up regular 1:1 to go through an action plan of what you need to do
Skip level? Make sure his manager knows your worth.

Again where I work - these ratings are not done in isolation so his manager would have had reviewed