Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I'm shocked by how many people are siding with the employee. OP sounds completely reasonable and is right to be baffled by this bizarre behavior. It's a requirement of the company, and something that this employee's supervisor is asking about. Absurd to ignore it or anything else the supervisor asks about. She's the boss, for goodness' sake, and is asking for something reasonable. No way would I respect this employee if he ignored me multiple times about something.

I suspect it’s one or two people posting in high volume.

No I think plenty of people are tired of HR and their million dollar contracts with human capital consultants creating all these wasteful review processes.

They're not wasteful practices. It only seems that way from the bottom of the totem pole perspective. Those who think so have never been involved in management. The processes are created to establish the baseline by which your review process works. Our nation has become so much more litigious in the last 30 years (the time I've been in the work force). People are suing employers at the drop of a hat. While there are some people that have legitimate claims, they are the exception rather than the rule. So many people who do not have legitimate claims, will sue the employer in the hopes that they'll get a settlement from the employer to stay out of court or the news. This is why so many employers started enforcing the mediation clauses in employment so that many of these cases could go to mediation rather than to court.

But the bottom line is that to protect against all the frivolous suit cases, employers have to have documented review, evaluation and performance processes. This allows them to show when employees are disciplined or terminated that they were following documented procedures and patterns and why the case was not an exception but was the rule.

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.

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 called them to schedule. You mentioned you want to give them feedback. I would do whatever HR tells me to do. Reviews are for the company ultimately, not the employee. It is a weird situation. I would be annoyed at this person too.

Anonymous wrote:

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."

Different manager. Do not start with a memo. Pick up the phone and call this person. It’s really that simple. If you don’t do it, YOU are also failing to do an important element of your job.

I believe OP said the employee is refusing to return phone calls.

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."

Different manager. Do not start with a memo. Pick up the phone and call this person. It’s really that simple. If you don’t do it, YOU are also failing to do an important element of your job.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I'm shocked by how many people are siding with the employee. OP sounds completely reasonable and is right to be baffled by this bizarre behavior. It's a requirement of the company, and something that this employee's supervisor is asking about. Absurd to ignore it or anything else the supervisor asks about. She's the boss, for goodness' sake, and is asking for something reasonable. No way would I respect this employee if he ignored me multiple times about something.

I suspect it’s one or two people posting in high volume.

No I think plenty of people are tired of HR and their million dollar contracts with human capital consultants creating all these wasteful review processes.

I'm REALLY old and these types of reviews were around long before there were "million dollar contracts with human capital consultants."

I guessing this employee has been told by someone he respects that self-evaluations are a trap and should never complete them. If I were this person's manager, I would use phrasing like "Your failure to acknowledge requests relating to your review is puzzling. I wonder if you are under the impression that the self-assessment and review process is somehow optional. Allow me to clarify. Your self-assessment and your participation in the review process are required responsibilities. Can you please explain why you have ignored messages sent to you about this on x date, x date and x date? Please, let's talk. I'm free tomorrow between x time and x time."

And OP, time for an employee handbook that clearly states employee expectations with regard to reviews and how they are (or are not) linked with salary adjustments, raises, etc.

This person sounds like deadwood. Document everything going forward.

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.

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."

TALK TO HIM. and see why.
No one knows how to communicate anymore. You're the boss- go communicate directly with your employee instead of asking a stupid DCUM board.
- Senior Manager

Anonymous wrote:

Anonymous wrote:I'm shocked by how many people are siding with the employee. OP sounds completely reasonable and is right to be baffled by this bizarre behavior. It's a requirement of the company, and something that this employee's supervisor is asking about. Absurd to ignore it or anything else the supervisor asks about. She's the boss, for goodness' sake, and is asking for something reasonable. No way would I respect this employee if he ignored me multiple times about something.

I suspect it’s one or two people posting in high volume.

No I think plenty of people are tired of HR and their million dollar contracts with human capital consultants creating all these wasteful review processes.

Anonymous wrote:I'm shocked by how many people are siding with the employee. OP sounds completely reasonable and is right to be baffled by this bizarre behavior. It's a requirement of the company, and something that this employee's supervisor is asking about. Absurd to ignore it or anything else the supervisor asks about. She's the boss, for goodness' sake, and is asking for something reasonable. No way would I respect this employee if he ignored me multiple times about something.

I suspect it’s one or two people posting in high volume.

I'm shocked by how many people are siding with the employee. OP sounds completely reasonable and is right to be baffled by this bizarre behavior. It's a requirement of the company, and something that this employee's supervisor is asking about. Absurd to ignore it or anything else the supervisor asks about. She's the boss, for goodness' sake, and is asking for something reasonable. No way would I respect this employee if he ignored me multiple times about something.

Anonymous wrote:

I dont love this process, but it can be the basis for a real conversation about performance and goals.

Fine, but what is the point of evaluating yourself? What if you think that you are great, but your boss disagrees? Or vice-versa? How does that help anyone, and why does your own opinion of your work performance matter, anyway? Just let your boss tell you what he thinks of you, ideally at intervals more frequent than once per year. If you disagree, say so then, but self-evaluations just seem silly.

Have you ever actually completed a self-evaluation? They typically don’t ask you to rate yourself in the same areas your supervisors will. Usually it’s more like giving you an opportunity to highlight particular successes or contributions that might not come out in others’ evaluation of you, comment on whether you met goals you set for yourself in the prior evaluation and, if not, why, and provide any other information that would be helpful to senior management in preparing your evaluation. It’s designed to provide a more comprehensive picture of you as an employee that isn’t as influenced by a failure of your supervisor to note a particularly significant contribution (whether accidentally or intentionally) and provide context for any negative feedback you anticipate receiving so that senior management will know that you understand the issue and are proactively working to address it.

If you don’t participate, you are leaving yourself entirely at the mercy of your supervisors, who may or may not give an accurate picture.

Anonymous wrote:

Anonymous wrote:

I dont love this process, but it can be the basis for a real conversation about performance and goals.

Fine, but what is the point of evaluating yourself? What if you think that you are great, but your boss disagrees? Or vice-versa? How does that help anyone, and why does your own opinion of your work performance matter, anyway? Just let your boss tell you what he thinks of you, ideally at intervals more frequent than once per year. If you disagree, say so then, but self-evaluations just seem silly.

Huh. So you never reflect on what you've done, either professionally or personally, and considered what you did well or what you did poorly or what you would do differently? Interesting. And you've never wanted to discuss with your manager and evaluator what you think you've done well that perhaps, just perhaps, you don't think your manager knows about or appreciates enough? Again, interesting.

DP.

EXACTLY