Employee Not Participating in Review Process

[Anonymous]

Anonymous wrote:OP here. Finally was able to chat with this employee. They "forgot" about their review. I'm not sure I believe them and even if I did, that's almost as bad as just blowing it off.

Also, they were reminded repeatedly both via email and in person.

Did you get the review scheduled? If this behavior has been a problem, you can discuss it during the review. You are letting this annoy you too much. Is this person a valuable member of your team. If not, seems like you may get a chance to fire them.

[Anonymous]

Anonymous wrote:

Anonymous wrote:OP here. Finally was able to chat with this employee. They "forgot" about their review. I'm not sure I believe them and even if I did, that's almost as bad as just blowing it off.

Also, they were reminded repeatedly both via email and in person.

Did you get the review scheduled? If this behavior has been a problem, you can discuss it during the review. You are letting this annoy you too much. Is this person a valuable member of your team. If not, seems like you may get a chance to fire them.

Yes, we did get it scheduled. Will be a good chance to discuss feedback ... just should have done it when we asked them.

[Anonymous]

I've only read the first page, so I'm sure I'm just echoing others.

However, the best orgs I've worked for are ones where management takes the lead on performance reviews. They don't rubber stamp drafts written by the employees, they don't wait for the employees to schedule meetings - read: the managers actually do their job.

You're operating on the other end of the spectrum. Actually punishing an employee for not doing the job of their supervisor. That's insane to me. You should be thanking this employee for showing you how backwards you have the whole process.

And I say this as a person who has led hundreds of people. I get that performance reviews are a challenge for supervisors. But that's literally their job. Why you're endorsing - and encouraging - them offloading it on others is beyond me. If I were you, I'd be looking at the supervisors and asking them why they're not upholding their end of the supervisor/direct relationship.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Why can't their manager just schedule a meeting and tell the employee it's mandatory. Putting their job in jeopardy is ridiculous. They're doing their job.

FWIW, I write the exact same things on my review every single year. Verbatim.

In hindsight, that's what should've been done. We just have always blocked out time and let people sign up within those slots that work for them and it's never been an issue. We won't do it that way again next year.

The fact that this employee either fell through the cracks during review time or management was too busy or something to have a direct conversation tells me all I need to know here.

Something is going on with this employee - and termination may well be in their future, but the fact that the leadership team, much less the employee's manager hasn't even had a direct discussion with them is the real problem.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Does the person's manager ever do one-on-one's with them?

We are small, so their "manager" is the small leadership team ... ie: the group this person refusing to do a review with. We don't really have departments and all work together in varying capacities, so everyone's boss/manager is our small leadership team. We are all active in day to day management.

Refused? You haven't even picked up the phone to explain to this new-ish employee that you think is arrogant to even ask. Good Lord.

[Anonymous]

Anonymous wrote:I've only read the first page, so I'm sure I'm just echoing others.

However, the best orgs I've worked for are ones where management takes the lead on performance reviews. They don't rubber stamp drafts written by the employees, they don't wait for the employees to schedule meetings - read: the managers actually do their job.

You're operating on the other end of the spectrum. Actually punishing an employee for not doing the job of their supervisor. That's insane to me. You should be thanking this employee for showing you how backwards you have the whole process.

And I say this as a person who has led hundreds of people. I get that performance reviews are a challenge for supervisors. But that's literally their job. Why you're endorsing - and encouraging - them offloading it on others is beyond me. If I were you, I'd be looking at the supervisors and asking them why they're not upholding their end of the supervisor/direct relationship.

I’ve been reading this thread chuckling. I never do a self-appraisal. If you don’t know what TF I’m doing, you’re a shitty leader and I’m not covering for that. I do appear for any meeting requested and sign my performance standards promptly. This PP is spot on.

[Anonymous]

I take my employees to lunch or coffee and we have an informal chat. Then we do the review together. I hate the corporate style aspect, the only good it does is CYA for senior mgmt. Having employees and manager stress over this crap is just dumb, I didn't partake as an employee and I don't as a manager. If I need to have a negative discussion with someone, I sure as heck don't do it during review time...that happens before, after, whenever.

What I don't think most managers understand is that my employees reviews (all positive) reflect on me as a manager, When my team does well, I do well. There's no need for passive aggressive crap...do your jopb and everyone will be just fine.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Does the person's manager ever do one-on-one's with them?

We are small, so their "manager" is the small leadership team ... ie: the group this person refusing to do a review with. We don't really have departments and all work together in varying capacities, so everyone's boss/manager is our small leadership team. We are all active in day to day management.

Refused? You haven't even picked up the phone to explain to this new-ish employee that you think is arrogant to even ask. Good Lord.

Um, yeah I did …

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Does the person's manager ever do one-on-one's with them?

We are small, so their "manager" is the small leadership team ... ie: the group this person refusing to do a review with. We don't really have departments and all work together in varying capacities, so everyone's boss/manager is our small leadership team. We are all active in day to day management.

Refused? You haven't even picked up the phone to explain to this new-ish employee that you think is arrogant to even ask. Good Lord.

Um, yeah I did …

Um, yeah - EVENTUALLY you did. You posted the initial post and your follow up based on the employee not responding to emails (presumably sent to a group) and a sign-up sheet. This person may be a super jerk but the fact that the review period came and went without anyone engaging them in a conversation, lots of assumptions were made, etc. = leadership problems.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Does the person's manager ever do one-on-one's with them?

We are small, so their "manager" is the small leadership team ... ie: the group this person refusing to do a review with. We don't really have departments and all work together in varying capacities, so everyone's boss/manager is our small leadership team. We are all active in day to day management.

Refused? You haven't even picked up the phone to explain to this new-ish employee that you think is arrogant to even ask. Good Lord.

Um, yeah I did …

Um, yeah - EVENTUALLY you did. You posted the initial post and your follow up based on the employee not responding to emails (presumably sent to a group) and a sign-up sheet. This person may be a super jerk but the fact that the review period came and went without anyone engaging them in a conversation, lots of assumptions were made, etc. = leadership problems.

Employee was on PTO following reviews… I guess I should’ve called them on their vacation? Also I wanted to wait to discuss in person and then this person didn’t come in the next day they were scheduled to come in the office, so yes, THEN we called.

[Anonymous]

I always thought reviews were dumb. Either I made them money or I didn’t. My job was clear cut so the reviews did little but confirm I had exceeded the goals.

Maybe your leadership team should rethink reviews.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Does the person's manager ever do one-on-one's with them?

We are small, so their "manager" is the small leadership team ... ie: the group this person refusing to do a review with. We don't really have departments and all work together in varying capacities, so everyone's boss/manager is our small leadership team. We are all active in day to day management.

Refused? You haven't even picked up the phone to explain to this new-ish employee that you think is arrogant to even ask. Good Lord.

Um, yeah I did …

Um, yeah - EVENTUALLY you did. You posted the initial post and your follow up based on the employee not responding to emails (presumably sent to a group) and a sign-up sheet. This person may be a super jerk but the fact that the review period came and went without anyone engaging them in a conversation, lots of assumptions were made, etc. = leadership problems.

Employee was on PTO following reviews… I guess I should’ve called them on their vacation? Also I wanted to wait to discuss in person and then this person didn’t come in the next day they were scheduled to come in the office, so yes, THEN we called.

Oh! And this employee received group and individual reminders. And it was reminded in person at an all staff prior to reviews. This person received no less than 3 reminders, not counting the original request to complete the review paperwork and sign up for one of the time slots.

At that point, we stopped babysitting this person, assuming they’d come through last minute and they didn’t. I do have a job to do beyond baby sitting grown adults. I manage my own projects and have clients to tend to as well.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Does the person's manager ever do one-on-one's with them?

We are small, so their "manager" is the small leadership team ... ie: the group this person refusing to do a review with. We don't really have departments and all work together in varying capacities, so everyone's boss/manager is our small leadership team. We are all active in day to day management.

Refused? You haven't even picked up the phone to explain to this new-ish employee that you think is arrogant to even ask. Good Lord.

Um, yeah I did …

Um, yeah - EVENTUALLY you did. You posted the initial post and your follow up based on the employee not responding to emails (presumably sent to a group) and a sign-up sheet. This person may be a super jerk but the fact that the review period came and went without anyone engaging them in a conversation, lots of assumptions were made, etc. = leadership problems.

Employee was on PTO following reviews… I guess I should’ve called them on their vacation? Also I wanted to wait to discuss in person and then this person didn’t come in the next day they were scheduled to come in the office, so yes, THEN we called.

Oh! And this employee received group and individual reminders. And it was reminded in person at an all staff prior to reviews. This person received no less than 3 reminders, not counting the original request to complete the review paperwork and sign up for one of the time slots.

At that point, we stopped babysitting this person, assuming they’d come through last minute and they didn’t. I do have a job to do beyond baby sitting grown adults. I manage my own projects and have clients to tend to as well.

You’re the one who wants the review, you need to schedule it. Very odd to put it on the employee. I have not seen that anywhere. Sure, employees are asked to put together accomplishments etc but they are not driving the review process.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Does the person's manager ever do one-on-one's with them?

We are small, so their "manager" is the small leadership team ... ie: the group this person refusing to do a review with. We don't really have departments and all work together in varying capacities, so everyone's boss/manager is our small leadership team. We are all active in day to day management.

Refused? You haven't even picked up the phone to explain to this new-ish employee that you think is arrogant to even ask. Good Lord.

Um, yeah I did …

Um, yeah - EVENTUALLY you did. You posted the initial post and your follow up based on the employee not responding to emails (presumably sent to a group) and a sign-up sheet. This person may be a super jerk but the fact that the review period came and went without anyone engaging them in a conversation, lots of assumptions were made, etc. = leadership problems.

Employee was on PTO following reviews… I guess I should’ve called them on their vacation? Also I wanted to wait to discuss in person and then this person didn’t come in the next day they were scheduled to come in the office, so yes, THEN we called.

Oh! And this employee received group and individual reminders. And it was reminded in person at an all staff prior to reviews. This person received no less than 3 reminders, not counting the original request to complete the review paperwork and sign up for one of the time slots.

At that point, we stopped babysitting this person, assuming they’d come through last minute and they didn’t. I do have a job to do beyond baby sitting grown adults. I manage my own projects and have clients to tend to as well.

You’re the one who wants the review, you need to schedule it. Very odd to put it on the employee. I have not seen that anywhere. Sure, employees are asked to put together accomplishments etc but they are not driving the review process.

We were trying to give them the flexibility over the course of a few days to schedule it at a time that's convenient for them. We won't do that going forward, though it's never been a problem in all of the years we've done this.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Does the person's manager ever do one-on-one's with them?

We are small, so their "manager" is the small leadership team ... ie: the group this person refusing to do a review with. We don't really have departments and all work together in varying capacities, so everyone's boss/manager is our small leadership team. We are all active in day to day management.

Refused? You haven't even picked up the phone to explain to this new-ish employee that you think is arrogant to even ask. Good Lord.

Um, yeah I did …

Um, yeah - EVENTUALLY you did. You posted the initial post and your follow up based on the employee not responding to emails (presumably sent to a group) and a sign-up sheet. This person may be a super jerk but the fact that the review period came and went without anyone engaging them in a conversation, lots of assumptions were made, etc. = leadership problems.

Employee was on PTO following reviews… I guess I should’ve called them on their vacation? Also I wanted to wait to discuss in person and then this person didn’t come in the next day they were scheduled to come in the office, so yes, THEN we called.

Oh! And this employee received group and individual reminders. And it was reminded in person at an all staff prior to reviews. This person received no less than 3 reminders, not counting the original request to complete the review paperwork and sign up for one of the time slots.

At that point, we stopped babysitting this person, assuming they’d come through last minute and they didn’t. I do have a job to do beyond baby sitting grown adults. I manage my own projects and have clients to tend to as well.

Well, it's good that you are obviously not defensive about it.