Employee Not Participating in Review Process

[Anonymous]

Our company requires semiannual reviews. PITA. What’s the point if company has no intention to raise or promote based on the results. The extraordinary performance gets you 3% raise and the couldn’t be worse gets 1.5%. What a joke!

[Anonymous]

Op here. We finally had this employee’s review and it was a doozy. He blamed us for not reminding him more about his review (he was reminded 3-4 times) and had terrible peer/reports feedback but threw them all under the bus, nothing is was his fault and no responsibility was taken. And I’ve never seen such poor feedback in almost a decade here.

[Anonymous]

Anonymous wrote:I'm going to go ahead and say this employee, like all of us, know that these reviews are a total waste. I'm guessing they don't care about the annual 1.5% raise either.

This is my thought as well. They can’t bring themselves to do stupid things because stupid people are worried that someone is not following their stupid rules so it’s almost like the sky is falling.
Are they a good worker? If yes, leave them alone!

[Anonymous]

Anonymous wrote:I get the feeling that it's not the lack of review/feedback that's bothering OP, but the fact that the employee doesn't want to play by OP's pointless rules.

Yep one of those “but you should always follow the rules” people

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:OP I get it. I have one I manage like this. For us it is mandatory too and I make it so painless that everyone except 1 does it. I don't require they write anything and I only need to take notes which don't even go to HR. They sit in a file on my computer unless needed and I have never needed them.

But this one for two years had refused to meet with me at all to do the review. Takes all of 30 minutes. The first year he didn't get his bonus (20k) and never even questioned why it didn't show up. This year he did it again so I distributed his bonus evenly between his coworkers who were all very happy. He finally asked me months later if he was getting a bonus and I told him when he does his review he can have it. Then I never heard about it again. We start reviews in the fall. Can't wait to see what he does.

Op here. Thanks for the commiseration. Do you know why this person does this? Curious if you have any insight.

I have no idea. He is generally terrible at administrative stuff but this goes way beyond those issues. I can send reminders and see him IN the office but he will still avoid it. At first I wanted to get to the bottom of it. He isn't a bad employee! So I would praise him randomly to let him know He is doing a good job. But if he can't do the review then he won't get the bonus and now I don't care why he doesn't do it. I like doling out the extra cash to others. Has to be some weird mental issue is all I can figure out.

DP. He has anxiety. Some people can’t praise themselves for cultural reasons too. I know you think you are doing things right but I think you are not a compassionate person and I hope you feel the sting of karma some day.

[Anonymous]

Anonymous wrote:I had an employee on my team like this only it was about presentations. She was on a different manager's team who was terrible with Excel and PPT and he would let her do all the pivot tables, Excel workbooks, create any presentations for webinars or conferences in person. When she got to my team, she refused to present. Part of our job is presenting. It is in the job description. I gave her feedback that she was not meeting expectations and it was a conduct issue by refusing to follow my instructions. She got a new job in our agency where she doesn't present.

So you lost a competent employee because you refused to work with her strengths and have someone else with different strengths complement her work, congratulations, you are a great manager

[Anonymous]

Anonymous wrote:Op here. We finally had this employee’s review and it was a doozy. He blamed us for not reminding him more about his review (he was reminded 3-4 times) and had terrible peer/reports feedback but threw them all under the bus, nothing is was his fault and no responsibility was taken. And I’ve never seen such poor feedback in almost a decade here.

Interesting! And no one knew anything for almost what, 6 months?

[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.

agree.

are they going through some personal crisis or disclosed some mental disorders?

they do know getting fired does not include severance like getting laid off might...

[Anonymous]

He needs to go. Work through the process with Hr.

He sounds like he has high functioning autism and then developed Defiant Oppositional Disorder. Nothing will change unless he does extensive therapy after accepting his diagnosis from a neuropsych

[Anonymous]

Anonymous wrote:Manager here. I would write the person a memo with HR about failure to follow instructions. Explain that this review process is not optional and give them a due date. In the memo, document the asks and how they failed to follow instructions.

"On May 1, 2022, I sent you an email asking you to schedule a Zoom call for your performance review and send me your performance assessment and accomplishments by May 30, 2022. You did not schedule the call and did not send me a performance assessment or accomplishments by May 30, 2022. You failed to follow instructions."

Document everything via email now, I costing follow ups from meetings, verbal agreements, office chats, etc.

He sounds unstable and lashing out. How long has he worked there and what groups. People like this either never last past the probation period or just transfer once they get Suisse out as incompetent and difficult.

[Anonymous]

Anonymous wrote:Op here. We finally had this employee’s review and it was a doozy. He blamed us for not reminding him more about his review (he was reminded 3-4 times) and had terrible peer/reports feedback but threw them all under the bus, nothing is was his fault and no responsibility was taken. And I’ve never seen such poor feedback in almost a decade here.

well, now you know why he wasn't participating in the review process and it's quite logical. Before you were ignorant of his performance and he gained nothing by participating because he knew his performance review would be bad.

[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.

Yuck.

Misogyny
Narcissist
Passive aggressive
Adhd/asD plus negative coping
A-hole
All of the above.

Doesnt really matter. The job and role isn’t a good fit for him.

[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.

Jerks like this always end up taking up too much of a managers time. HR and ethics too. Possibly lawyers and getting called a racist or bigot will be next.

[Anonymous]

Anonymous wrote:Op here. We finally had this employee’s review and it was a doozy. He blamed us for not reminding him more about his review (he was reminded 3-4 times) and had terrible peer/reports feedback but threw them all under the bus, nothing is was his fault and no responsibility was taken. And I’ve never seen such poor feedback in almost a decade here.

Sounds like someone that you need to start documenting everything. When you get to the point that you have enough of a paper trail, you need to start a PIP. When the PIP finishes, you should have enough documentation to let this person go. You might be able to let them go earlier, but you need to dot your i's and cross your t's to make sure you don't subject the company to any type of EEO complaint. If there is no protection (especially for a white male), then you should probably work with the company to try and let this guy go sooner rather than later. This is the type of toxic personality that will cause you to lose the good productive people. It is not worth keeping the toxic person when you risk losing more than one good constructive employee over them. And everyone that he threw under the bus is likely to start looking for other jobs if this is not dealt with by management (e.g. you). Let him go.

[Anonymous]

Anonymous wrote:Op here. We finally had this employee’s review and it was a doozy. He blamed us for not reminding him more about his review (he was reminded 3-4 times) and had terrible peer/reports feedback but threw them all under the bus, nothing is was his fault and no responsibility was taken. And I’ve never seen such poor feedback in almost a decade here.

How predictable. Start performancing this idiot out.