Employee ratings process

[Anonymous]

I am a newer leader in my organization and am feeling uncomfortable with how our performance review system is being administered. I rated one of my direct reports the highest rating. My boss agreed with me and submitted that rating through the “calibration” process.

During the calibration process, the rating was changed to our middle rating (we only have three ratings), over my boss’s objection. I am now being asked in my performance discussion with this employee to not mention that the rating was changed during the calibration process and therefore de facto represent that the middle rating is my assessment of her work.

This employee is rightfully expecting the high rating, and it’s upsetting to me that I am supposed to act like I agree with the middle rating. Am I overreacting? I’d really like to be transparent with this employee, but I don’t want to cause difficulties for my boss.

[Anonymous]

No, you're not overreacting. Your reputation is at stake here. You can also damage the employee's confidence and future work trajectory, if they believe their effort led to the middling rating. If they don't buy into it, they will have lost respect for you and will move on.