Employee Not Participating in Review Process

[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.

+1

Any tips on what to write?

[Anonymous]

Anonymous wrote:

Anonymous wrote:Maybe they are busy doing actual work?

I don't think asking for 1 hour (or less, sometimes it's a quick 30 min review) twice per year is a big ask. Additionally, this person could benefit from some constructive criticism based on performance and feedback.

I'm the PP who writes the same thing in my reviews each year, and the people who review me type in their assessments. Those are then compiled and released to me. There's no need to go over them in a meeting. They can say what they want me to work on in the review form. Two days after that we are free to set a meeting with HR *IF* we want to discuss any aspects.

[Anonymous]

Sometimes, people who are really good at their job are really bad at paperwork and other non-work, work. You have to be crystal clear about expectations, even if that means approaching nagging and micromanagement territory (don't jump straight there though). I've had two of these, the complete disaster that was the first helped me recognize the second and build appropriate expectations. The second whined and complained, "unfair" was used several times, but got the job done.

[Anonymous]

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.

Yep. We literally started copy / pasting from waste of time to the next waste of time. No one noticed.

[Anonymous]

I don't understand why you can't just write your assessment of the employee's workplace as best you can recognizing that it probably won't be as good or complete as it would be if this employee had provided input regarding their accomplishments. Then, based on their actual performance give them a raise or don't give them a raise.

[Anonymous]

Did anyone have an actual conversation with the employee?

[Anonymous]

Anonymous wrote:Did anyone have an actual conversation with the employee?

Not yet, because like I mentioned, we've not been in person yet since this and all other forms of communication have been ignored.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Why are they not doing it? Anxiety? Are they angry at the company?

It's a bit weird, but I bet it's related to anxiety. They are likely very self-critical/low self-esteem and have difficulty just beginning to put pen to paper to write about themselves. They are probably overly-focused about not wanting to be a "bragger."

I would have a low-stakes discussion with them in-person. Don't make it a big "serious discussion." You want to disarm them and get them to tell you the truth. That requires trust.

I would be straight forward them - "I can't give you your annual raise until you do this." Then I would list off 3-4 things that you think they've done well in the past year and encourage them to include those in their assessment.

You'd have to know the person, but it's absolutely not due to being self-critical or lo self-esteem. If anything, it's the opposite.

Sometimes people hide it
I'm reading it and see myself - there are times that I just can't bring myself to write about me and my accomplishments, writer's block/anxiety/even PTSD to some degree. I would sit in front of the screen for hours and even cry sometimes. Who knows why
But people around me don't know it - I communicate in writing just fine (for a non-native speaker), know-it-all, and even cocky sometimes. Self-esteem is also just fine, just not when it gets to the point of writing about myself (and sometimes others). It's one of the main reasons I stay away from any roles that require supervising others, even though it does hurt my professional growth.
So yeah, I agree with PPs suggestion regarding giving a couple of examples that can be used to complete that dumb assessment

[Anonymous]

Anonymous wrote:

Anonymous wrote:Did anyone have an actual conversation with the employee?

Not yet, because like I mentioned, we've not been in person yet since this and all other forms of communication have been ignored.

Have you tried to call?

[Anonymous]

Anonymous wrote:

Anonymous wrote:Did anyone have an actual conversation with the employee?

Not yet, because like I mentioned, we've not been in person yet since this and all other forms of communication have been ignored.

You don't have Zoom meetings, Skype calls, Slack Huddles? No one-on-ones or departmental video meetings at all?

[Anonymous]

I have the same goals year over year. My self-assessment generally changes, but always seems to be "well done."


I'm always open to constructive feedback, but don't seem to get very much feedback. The one bit would have been a year ago... my new manager told me not to "share so many details" about my family life. But she had the nerve yesterday to ask me where my DD (senior in HS) will be attending college in the fall. I wanted to tell her "that's personal, and I don't think you are worthy of that information."

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Did anyone have an actual conversation with the employee?

Not yet, because like I mentioned, we've not been in person yet since this and all other forms of communication have been ignored.

You don't have Zoom meetings, Skype calls, Slack Huddles? No one-on-ones or departmental video meetings at all?

The person is present for/responding to other things communication-wise (department video calls, emails from clients, etc) during this time frame (otherwise I'd worry!), but zero response to any communication regarding reviews.

[Anonymous]

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

[Anonymous]

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.

[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.

I mean I could kind of understand why they wouldn't want a written performance review from a peer then...