Employee Not Participating in Review Process

[Anonymous]

Anonymous wrote:OP you should look for another job. Fines aren't always a big deal to companies and might not lead to investigations. Shady companies might fire you for not playing ball. I don't have any helpful advice since whistleblowing never works out in the employee's favor.

????

[Anonymous]

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.

[Anonymous]

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.

[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.

Well, that sounds like a PITA. It's Office Space "I have eight different bosses right now" territory. Designate one person to be the actual supervisor already.

As for the employee not filling out their self-assessment and goals: are you not able to review the employee's performance without them? I mean, do you honestly have no idea how well the employee is doing at their job if they don't tell you first? Or can you just, y'know, review the employee's performance?

+1. That may be nice for the management team, but it is miserable to have multiple bosses on the same level of the org chart all giving you work and reviewing your work.

+1 every time OP responds it’s clear s/he is the problem

[Anonymous]

https://www.forbes.com/sites/lizryan/2018/01/14/performance-reviews-are-pointless-and-insulting-so-why-do-they-still-exist/?sh=1d4dffcc72d1

[Anonymous]

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.

[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.

Well, that sounds like a PITA. It's Office Space "I have eight different bosses right now" territory. Designate one person to be the actual supervisor already.

As for the employee not filling out their self-assessment and goals: are you not able to review the employee's performance without them? I mean, do you honestly have no idea how well the employee is doing at their job if they don't tell you first? Or can you just, y'know, review the employee's performance?

+1. That may be nice for the management team, but it is miserable to have multiple bosses on the same level of the org chart all giving you work and reviewing your work.

+1 every time OP responds it’s clear s/he is the problem

+2

OP keeps saying how this is to benefit the employee and review their goals, but admitted to never even considering WHY the employee doesn’t want to do the review and was surprised to consider that there might be other, external factors at play.

[Anonymous]

Review processes are usually stacked against the employee and mainly are used as a tool of control, as well a documentation when the need for cost-cutting (through terminations) arises. Employee is essentially saying, you can rent me but you don’t own me.

[Anonymous]

Anonymous wrote:Review processes are usually stacked against the employee and mainly are used as a tool of control, as well a documentation when the need for cost-cutting (through terminations) arises. Employee is essentially saying, you can rent me but you don’t own me.

+1000

That's why I'm surprised that the employee's self-evaluation is tied to the bonus/cost of living adjustment. I've seen people who were great at their jobs rate themselves appropriately and be told by higher-ups who didn't like them that they sucked many times.

[Anonymous]

I’m super confused why OP hasn’t asked the employee what’s going on. That seems like an obvious step.

[Anonymous]

Anonymous wrote:I’m super confused why OP hasn’t asked the employee what’s going on. That seems like an obvious step.

Because OP is an ineffective manager. I think the employee is completely in the wrong here, but OP isn’t willing to do anything about and this is sending the message that this kind of behavior is acceptable.

[Anonymous]

Anonymous wrote:

Anonymous wrote:I’m super confused why OP hasn’t asked the employee what’s going on. That seems like an obvious step.

Because OP is an ineffective manager. I think the employee is completely in the wrong here, but OP isn’t willing to do anything about and this is sending the message that this kind of behavior is acceptable.

Op here… we are withholding his raise. Also I was asking for advice on how to proceed beyond that as this JUST happened. Honestly, I’m inclined to do more than just withhold a raise (as stated in my OP) but everyone here seems to think I’m in the wrong for having things that are mandatory for our employees to do. Sooooo… this thread has told me I suck both because I’m overreacting and also underreacting

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I’m super confused why OP hasn’t asked the employee what’s going on. That seems like an obvious step.

Because OP is an ineffective manager. I think the employee is completely in the wrong here, but OP isn’t willing to do anything about and this is sending the message that this kind of behavior is acceptable.

Op here… we are withholding his raise. Also I was asking for advice on how to proceed beyond that as this JUST happened. Honestly, I’m inclined to do more than just withhold a raise (as stated in my OP) but everyone here seems to think I’m in the wrong for having things that are mandatory for our employees to do. Sooooo… this thread has told me I suck both because I’m overreacting and also underreacting

You suck because you’re withholding a COLA adjustment over some dumb review that you’re unwilling to talk to your employee about. That’s why you suck.

[Anonymous]

Anonymous wrote:Maybe they are busy doing actual work?

So are the other employees, but somehow they managed to complete this required function of their job.

[Anonymous]

Umm, If you were this person supervisor, call them and ask them what is up. And if they don’t pick up a phone, invite them to a meeting. And if you are in person, go by and ask what’s going on. Or just pick up the phone and call until you reach the person. Honestly, I could be much more concerned about how poorly it reflects on you that you haven’t dealt with the situation by now and focusing on how to deal with the employee. You just deal with this shit by calling, emailing, freaking communicating with your staff so you know what’s going on. Really, what’s wrong with you? I’d be a lot more concerned with you in a supervisory role that I am with a staff member.