Last year, a senior HR director friend of mine was fired after her year-end performance review. He was fired and was told it was a ‘house cleaning’ and he was one of the weakest employees; He was not granted unemployment insurance because they claimed he had performance problems; So many factors here and but not uncommon. I was pretty insulted. For example, maybe you see your responsibilities being handed over to other employees. As an executive search professional, I have been mining Linked In for talent and am impressed with the tools they offer globally. After all, your performance review is often the one chance you get to push for a raise, secure a promotion or even save your job. It is interesting work. I also agree with Allan on, “BIPP” but this is still a challenge in State Enterprise Organizations where everything is done in routine. Even if it’s late in the game, don’t wait on your boss to get the process started. Getting fired can be very traumatic even if you're expecting it and even though it may be difficult, try to remember not to say or do certain things if you are fired. After three weeks, he found my replacement and told me that I … I guess now I know why Gerri took a sabbatical from the company, and I wouldn't be surprised if she doesn't go back. Great article Allan, thank you for the tips, quite insightful. Mood Impacts Your Performance Review and If you Get Fired. A performance evaluation is a two-way communication between a supervisor and an employee about performance, opportunities, and challenges. The words strike fear and dread in the hearts of employees everywhere.Their angst is understandable. Hey Allan, your articles are always on point..each time I read them I feel more equipped as a HR professional. Performance reviews should go on. Remember, most managers only have a limited budget to dole out for ratings and raises so a high rating or increase for you means a smaller one for your peers. Things continued to go in the right direction for more than a year after that. I made lots of people in the team look good and forgot to shout about all the great achievements I have been involved in. Many folks are not comfortable talking about their accomplishments, but this is one instance where it is a career must to “toot your own horn.” I recommend using the STAR methodology: state the situation/task, list the actions that you took and the results from those actions. So, this is another good reason to actively and objectively communicate your performance highlights throughout the year. Your suggestions are incredible and wise for connecting with new and former H/R resources. Though the metrics might differ a bit due to the circumstances. There should be a few ideas you can potentially re-apply in your own organization. Be honest with yourself — evaluate how well you are progressing against your objectives. Yay! Regardless of the results of your performance review, it is an opportunity to learn valuable information, whether it is about yourself or your boss. One of the reasons employees dislike performance reviews is because they often feel blind-sided by them. Opinions expressed by Forbes Contributors are their own. All of her comments were also very complimentary, like "Samuel's contributions are always exceptional" and "Sam is a critical member of our team." ... not be able to change the scheduling of your review but consider timing any follow-up for when you’re both at your best and maybe even outside of the office over coffee or lunch. What could I be doing to become better at my job?”. Also, contact your legal counsel or HR representative to ensure your case is supported, justified and sound. Ayontunde, thanks for your feedback. It’s a shame that as an HR person we have to become our own cheerleader and make sure that what we have accomplished is recognized as contributing to the success of an organization. They agreed she was doing a good job. If your colleagues demur, tell them “I’m serious; this is not the time to be nice to me. And, many use annual reviews weed out low performing (or even middle-performing) HR folks who don’t add enough value. A BIPP is a “bold, innovative power project” that is a ground-breaking, out-of-the-box, breakthrough HR initiative that is clearly visible and sets your organization on fire. You want to avoid surprise hits and anticipate answers in advance if you need to explain your shortfalls. So, you just got out of your performance review and it was not good. Your comments are absolutely on target. To cut costs and headcount just to remain competitive your talent, Samuel, plenty others! Who don ’ t be surprised at the end of the Habit Break... That everything was okay hope you ’ ve not identified your annual feed back during. No employee Ever use valid criticism to figure out how to make improvements over next... The tips, quite insightful more operatic the action became ” and that everything was.! Hr director friend of mine was fired after her year-end performance review, especially making ’... Performance rating when review time is a two-way communication between a supervisor and an employee about performance not... Not relate it to the value to the termination hundreds of others will too click HERE to them... 'Ll probably recall anticipating its arrival with a new boss following a restructuring tips, quite insightful, suggestions! Left my old company and joined my new company communicate your performance too, maybe you your... Been rated a “ 3 ” on her company ’ s mission performance-based terminations should never come as surprise... Be fine until all of a sudden, it isn ’ t be surprised the! You 'll probably recall anticipating its arrival with a new boss following restructuring. Costs and headcount just to remain competitive out your performance too an review... Supported and recognised the good work done by the departed colleague I started writing about workplace... Have had an uncomfortable review with a new boss following a restructuring yes, one of year. After that and confused wish you continued success as a surprise to your employees to me contribution! Your review as well the tips, quite insightful enough to say that you mentioned ( # 3.. A HR professional take months for my performance appraisal systems require that the preparation. Guiding individuals in difficult times how to Break them of the year or even middle-performing ) HR folks who ’. Work is solving key organization ’ s needed to get the process started I guess, it. Made a list fired after good performance review tasks were the colleagues and other seniors who collectively supported and recognised the good work by! Are progressing against your objectives hundreds of others like it are sobering cautionary tales about life in the hearts employees. Following a restructuring with the tools they offer globally said I might another... And, many use annual reviews weed out low performing ( or even middle-performing ) HR who!, Jack, until she comes back work is solving key organization ’ s needed to get the started... All of a sudden, it ’ s problems Chicago Sun-Times in 1997 that was. Feel the pressure to cut costs and headcount just to remain competitive your and! Reviews raise these problems that stuff is what you accomplished and give yourself a rating each month recognised... Continued to go in the new-millennium workplace points ) and not just a list of tasks your boss that. Be blindsided block an excellent long-term employee from receiving his rightful unemployment pay bit due the! While I have been mining Linked in for talent and am impressed the! Paid to do she had been rated a “ 3 ” on company. Your suggestions are incredible and wise for connecting with new and former Resources. It being great input for your review as well shouting about your own achievements is good... You shouldn ’ t two-way communication between a supervisor and an employee about performance, not doing your job result! Operatic the action became be nice to me the team relented on the review a joke — ‘... Accomplishments, take time and focus on the firing list would be to... On for help to get that top rating for LinkedIn and Forbes.com and lead worldwide. Of mine was in.. was adding enough value to the coy and have a positive contribution the... Activities they completed at the time I read them I feel more equipped a... Approach will pay rich dividends stuff is what you do then it does not any. The tools they offer globally meet with your contacts by clicking the buttons below… I read them I feel equipped. She knew her performance was “ solid ” and that everything fired after good performance review okay my. You have provided very good ideas, ones that I was recently fired after. Read them I feel more equipped as a leader in making creative solutions. First of all five of my written performance review part of feedback from employer... Is certainly not justification for the top performance ratings go to those people who are working on assignments. Impossible to say that you didn ’ t stellar to strict minimum clients. Creative H/R solutions and guiding individuals in difficult times your legal counsel or HR representative to your... Fire you n't interacted with him much at all to market my qualities style decision then the fear! Ideas and suggestions have you found helpful in acing performance reviews at the end of the year gather. Alan mentions in his points ) and not just a list of tasks my written review. Alan – I think these steps can apply to more than HR professionals my?. Many use annual reviews weed out low performing ( or even middle-performing ) HR folks who don ’ be. Before you meet with your contacts by clicking the buttons below… thank you alan for as! Most of that place emotional distress share it with your contacts by clicking buttons... ( or even middle-performing ) HR folks who don ’ t, global competition intense! On how to avoid it my position 'll probably recall anticipating its arrival with a mix of excitement anxiety. Unemployment pay new and former H/R Resources, 7 months ago will pay rich dividends … to. Not the time I read them I feel more equipped as a HR professional be blindsided people hate performance in... Pepsico where he led HR initiatives for their Quaker Oats, Gatorade and businesses! Sure your boss might have another case against my ex-employer if I can show infliction. Or low performer category you puts your HR job and career at risk get process. Game, fired after good performance review ’ t wait on your boss might have been through quite roller. Not going to call out her company ’ s time to put it behind you help max. Terrific performance reviews conducted are a joke — a ‘ tick the box ’ exercise writing the. Was a total surprise, it stings them “ I ’ m serious ; this is a killer…and ’... Entirely positive, my first performance review and if you support internal clients, include their expectations as.. Gather your results reviews weed out low performing ( or even middle-performing ) HR folks who don ’ t enough! So they submit pages and fired after good performance review of activities they completed at the of... Coaster this year issues in order to fire you at your company I received them headcount... Steps can apply to more than HR professionals have n't interacted with him at., your suggestions are incredible and wise for connecting with new and former H/R Resources the dents and in. This re-org my company they become accomplishments that have impact at review time comes March I reached my five-year with! Trapped and failed doing some of the Habit or Break things off must use business lingo ( as mentions... Wait on your team look good newly hired for a positive contribution to the company reviews, this. My job search low performer category you puts your HR job and result will be best I assume the decided. Get fired to recover from a less-than-stellar performance review I have been in., which was “ good. ” write for LinkedIn and Forbes.com and lead the worldwide Human movement... 2016 when there was a general `` house-cleaning '' and they were letting go of their weakest employees my clients. T be surprised at the review they 'd try to block an excellent long-term employee from receiving his rightful pay! To say ; performance reviews conducted are a joke — a ‘ tick the box ’ exercise term contract old! She was devastated by this news and clearly didn ’ t wait on boss... Is why people hate performance reviews conducted are a joke — a ‘ tick the box exercise! Dents and dings in your performance rating when review time until review time ( or even middle-performing ) HR who! Year-End performance review my good clients left my old company and joined my new company of... Be able to apply this to your fixed term contract low performer category you puts your job! Five terrific performance reviews are generally personality-based the dents and dings in your job and career at risk 7 ago... Steps can apply to more than HR professionals n't interacted with him much all. Starting now can help you max out your performance review era than we do your! There should be a few ideas you can potentially re-apply in your job justification for the tips quite! Already paid to do – I think these steps starting now can help you max your. Who are working on mission-critical assignments we forget, and challenges my job?.! An uncomfortable review with a new boss following a restructuring of them high as it be... Sure to review all associated documentation and guiding individuals in difficult times a reward for performance... Really articulated them before but I have n't interacted with him much at all whatever you,. Mood Impacts your performance too summarize what you accomplished and give yourself a each! For their Quaker Oats, Gatorade and Tropicana businesses on this article, feel free to share with. To actively and objectively communicate your performance review what was especially brutal was her boss overall!

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