Performance reviews /objective setting



Jabberwocky

Midfield
f***ing hate it, I also line manage as well so have to go through all the shit with other people. We all work on different projects so it’s hard to compare like for like performance. Ultimately people who get more rewarded are the ones who plan the Christmas party or make presentations about sustainability or the impacts of menopause. People who put their heads down and do the graft without fuss are left behind
 
f***ing hate it, I also line manage as well so have to go through all the shit with other people. We all work on different projects so it’s hard to compare like for like performance. Ultimately people who get more rewarded are the ones who plan the Christmas party or make presentations about sustainability or the impacts of menopause. People who put their heads down and do the graft without fuss are left behind
It's just a joke of a tick box exercise . Where do you see yourself in a couple years time .

Hopefully not f***ing here
 
Ultimately people who get more rewarded are the ones who plan the Christmas party or make presentations about sustainability or the impacts of menopause. People who put their heads down and do the graft without fuss are left behind
that bit sums it up absolutely perfectly. Do you work where I do 🤣
 

Jabberwocky

Midfield
It's just a joke of a tick box exercise . Where do you see yourself in a couple years time .

Hopefully not f***ing here
We used to have forced distribution as well which mean 10% had to be in the bottom category which meant no bonus and you were basically fucked and need to get a new job.
 

dangermows

Striker
Is there a bigger piece of shite in the workplace.

Despise it with a passion.. one good thing about contracting is not having to partake in the annual dance. ..

Trying to set mine for the upcoming year with an awkward boss .. meeting at half ten .

Could really do without it
Our place got shot of all that. If people want to progress, support them to do so. If people just want to do the job they applied to do, that's fine. When people are dreading doing them, and are just looking to fudge something together to get it over with you know there is zero value.
 
Last edited:

mux

Striker
I've always used it as a chance to have a relaxed crack on with all of my team. Talk to them like humans, have a laugh, everyone is relaxed and you get far more out of them. I use them as a way of getting ideas from the staff as to how they think things could be improved. Most of the best improvements we have made have come from one of them.

So in short, if you're doing it wrong it's shite. If you're doing it right everyone looks forward to it.
 

parttimer

Winger
I've always used it as a chance to have a relaxed crack on with all of my team. Talk to them like humans, have a laugh, everyone is relaxed and you get far more out of them. I use them as a way of getting ideas from the staff as to how they think things could be improved. Most of the best improvements we have made have come from one of them.

So in short, if you're doing it wrong it's shite. If you're doing it right everyone looks forward to it.
Exactly this. If you're just ticking boxes and going through the motions, then stop doing them because you're wasting everyone's time. They should be an opportunity to talk about how things have been, how things are going, what do you want to be doing, if you're working with them closely, anything you've identified as maybe worth talking about - you seem fed up, you seem stressed, are you overloaded and if so how can we help. It's not just about ticking the CPD boxes. In larger businesses, if it's defined roles that aren't changing and don't require upskilling or refreshing of certs/associations, then it's probably a waste of time but for the smaller business or the business trying to achieve growth with good internal role movement potential, do it properly and it's a valuable tool.
 

dangermows

Striker
I've always used it as a chance to have a relaxed crack on with all of my team. Talk to them like humans, have a laugh, everyone is relaxed and you get far more out of them. I use them as a way of getting ideas from the staff as to how they think things could be improved. Most of the best improvements we have made have come from one of them.

So in short, if you're doing it wrong it's shite. If you're doing it right everyone looks forward to it.
Should just be an ongoing dialogue, not a set marker at a given point. It's that that makes it 'a thing'.
 

SR7

Midfield
Had mine the other day and it consisted of my boss telling me how shite the place is and that this is definitely only a box ticking exercise so don’t be expecting any actual training from it etc… really good to know.
 
Had mine the other day and it consisted of my boss telling me how shite the place is and that this is definitely only a box ticking exercise so don’t be expecting any actual training from it etc… really good to know.
I half filled mine in we had an initial meeting and it's no... Can't be doing that .

She gave me a couple objectives to put in . One is unfathomable the way she wants some kpis measured. I just nodded in the end .
 

parttimer

Winger
Should just be an ongoing dialogue, not a set marker at a given point. It's that that makes it 'a thing'.
I'd agree with that, any good lines of management will be spotting these things and bringing them up at an appropriate time which really doesn't need to wait till that set point in the year that not everyone really cares about anyway. formalising it is good though, it gives a forum to raise some things that maybe should be recorded whereas the other chats might be more informal, and it's an opportunity for team members to get stuff 'on the record' rather than think it's just that informal yapping over a coffee.
 

SR7

Midfield
I half filled mine in we had an initial meeting and it's no... Can't be doing that .

She gave me a couple objectives to put in . One is unfathomable the way she wants some kpis measured. I just nodded in the end .
Best way , the whole thing will be forgot about until next year comes around anyway. I’m already looking for another job and only been here a short while. It’s not what was sold to me in interviews. I’m more than prepared to invest in a company and graft my arse off, but that investment needs to be reciprocated.
 

mux

Striker
Should just be an ongoing dialogue, not a set marker at a given point. It's that that makes it 'a thing'.
It's only a thing if you make it a thing.

I don't give a big announcement. I just pull people in one by one, but I do that regularly anyway. Personally my lot always look forward to it because it gives them a bit of a break and, like I said Mowsy lad, I keep it very informal and it's just a friendly conversation.

I love talking to my teams. I like to get to know them and I want them to know me.
 
Best way , the whole thing will be forgot about until next year comes around anyway. I’m already looking for another job and only been here a short while. It’s not what was sold to me in interviews. I’m more than prepared to invest in a company and graft my arse off, but that investment needs to be reciprocated.
Yep . I'm not doing half of what I was employed for and any suggestions are shut down.

Oh we planned utbliek that two years ago. We are not going to look at it again

But two years ago and where are you now . Let's just start with clean slate .
 

Top