I'm really surprised by all of the comments here. OP told employee to do something that was required. Employee did not. Are employers supposed to beg their employees to do things these days? Sheesh!

Reviews are stupid. And you seem overly invested in the review process and what someone else should be doing

Why not just set a time for the meeting and tell your employee they have to show up at X:00 on Thursday for their performance evaluation. If they refuse to show up, then I think stronger measures are warranted because an employee who shows this level of disrespect for their superiors will be trouble later.

I find it amazing that this employee's performance is in question because they did not do a self-assessment. Do they get a huge raise if they write they are a rock star? Sounds like you have no idea what your employees do.

Why don’t you just have a 1:1 meeting with them and do the review?

Anonymous wrote:Self assessments are a waste of time, you’re the boss you do the assessments

ALL big assessments are a waste of time. The feedback conversations need to be ongoing and contemporaneous with what’s happening. I always know where I stand with my work, and my reports do too.

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.

Agree, thinking about firing someone for not wanting to do a review and get their 2% is a bit ridiculous.

I don’t understand dinging people for not doing self-evals. As a manager, evaluating your employees is actually a part of YOUR job. However, skipping the actual sit-down review itself is a problem.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

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.

It was going to be a lot more than 1.5%.

NP and their performance was good enough to warrant a raise but you're taking it away because of this? Just seems really petty if you have an otherwise good employee. Maybe they're not promotable but you should recognize if they're doing their existing job well.

Good cost of living bump to cover inflation. Not necessarily a merit raise.

Then it’s even shittier for you to be petty over a dumb review.

Bizarre and nervy.

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.

Anonymous wrote:

Anonymous wrote:

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.

It was going to be a lot more than 1.5%.

NP and their performance was good enough to warrant a raise but you're taking it away because of this? Just seems really petty if you have an otherwise good employee. Maybe they're not promotable but you should recognize if they're doing their existing job well.

Good cost of living bump to cover inflation. Not necessarily a merit raise.

Anonymous wrote:

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.

It was going to be a lot more than 1.5%.

NP and their performance was good enough to warrant a raise but you're taking it away because of this? Just seems really petty if you have an otherwise good employee. Maybe they're not promotable but you should recognize if they're doing their existing job well.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

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.

Why are you waiting for the yearly review to give feedback? That’s terrible management.

I never do more than the absolute minimum for these bs yearly reviews. Kudos to her for ignoring you. Maybe you’ll learn to manage more than once a year now.

We do 2 reviews a year and that's certainly not the only time we give feedback. But we do peer reviews as part of the 2x a year reviews and that's (some of the) new feedback for this person that would be helpful that they've not heard yet.

This is so stupid. Go talk to them. Give them feedback. Why does it need to be so formal? They’re probably just not reading your emails about their dumb review that 6 months ago they got nothing out of.

+1

if it was life-changing, urgent feedback, they'd have heard it by now

Anonymous wrote:

Anonymous wrote:

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.

Why are you waiting for the yearly review to give feedback? That’s terrible management.

I never do more than the absolute minimum for these bs yearly reviews. Kudos to her for ignoring you. Maybe you’ll learn to manage more than once a year now.

We do 2 reviews a year and that's certainly not the only time we give feedback. But we do peer reviews as part of the 2x a year reviews and that's (some of the) new feedback for this person that would be helpful that they've not heard yet.

This is so stupid. Go talk to them. Give them feedback. Why does it need to be so formal? They’re probably just not reading your emails about their dumb review that 6 months ago they got nothing out of.