Same here. Been rollocked a couple of times for not doing staff reviews. (They don't want them) and when I say I haven't had on for several years..........waste of fecking time......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
Absolutely shit where I work, 2 a year, one objective setting and a mid year review. They could be a useful tool but the way they are forced and the format they are in is just tick box repetitive bullshit.
I get assessed by a manager who has no training in appraisals (I have). I’m well known for the quality of my output, even sacrificing deadlines to get things just right, and by far the most diligent of our technical staff.
He gave me “Quality - C (Average)”. I told him that was bollocks and he just said it was too much hassle to change it. Utter load of shite.
I manage a team in the private sector I usually just send them an email to say we have "done" your annual review I make it up then we have an informal chat about what they actually want and if they have any issues or ideas. It much much more effective. Meanwhile though my bosses think their reviews are working well, I did used to try and change that but people in very high positions are often shit and incompetent in my experience so all it did was waste my time.Once a measure becomes a target it ceases to be a good measure.
They are utterly worthless and used to get around managing people properly. I could do a whole thread myself on this subject. I once somehow had to manage the office manager/receptionist because I was 'good at managing difficult people'. Every appraisal she would print off every email where someone had said 'Thanks' in their sign off as 'evidence' that she was high performing.
Read an article a few years back where they highlighted how they were counter productive and didn't improve performance or job satisfaction. I'll see if I can dig it out.