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Sandra Osbon
Entrepreneur, United States
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What to do if NO Annual Appraisal Interview is Scheduled?
🔥 What if an annual performance appraisal is not being scheduled by your manager? Should you request the annual review yourself?
Or is it better to wait patiently, especially if no salary increase is expected anyhow?
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Anonymous
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No Yearly Appraisal Interview I would go to the HRM DEPT and ask them to send a kind reminder to the manager.
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Anonymous
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Annual Review not Scheduled Your HR BUSINESS PARTNER is responsible for making sure all managers follow a review process—if, the company has one or enforces it. Although there are plenty of under qualified managers that don't know how to write a review! In that case, they sometimes ask the employee to write it and they review it. However, that concept accomplishes nothing and does not help the employee learn or grown.
So lean on HR, it's better for everyone.
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Anonymous
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No Performance Appraisal Scheduled I would suggest you see your MANAGER and arrange a time for your performance review. If your manager proposes a time, make sure you ask nicely if a calendar reminder can be sent to you.
It is also the employee's responsibility to remind their manager about the performance appraisal. Hope this helps.
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Dixah ladan
Student (University), Nigeria
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Request Annual Appraisal Yourself Yes, I feel very strongly that you should request the annual appraisal yourself. This can be done through a follow-up email.
Usually, annual appraisals are time bound and it's an obligation on both the staff/employee and their supervisor.
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Augustine Dajau
Accountant, Nigeria
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Appraisee Should Request for Commencement of Annual Appraisal Process The annual Performance Appraisal process should be a JOINT RESPONSIBILITY of the appraising officer and the appraisee.
Either of them can initiate the process at the beginning of the period to be appraised. Both should have agreed on the set criteria on which the appraisee will be evaluated at the end of the period. The appraisee should notify the appraising officer for both to agree on the set standard of performance irrespectively of whether there will be a salary increment or not.
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Jaap de Jonge
Editor, Netherlands
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Annual Performance Interview: Not Mandatory In many countries an employer is NOT OBLIGED (by law) to conduct an annual appraisal interview with its employees. It could be the company you're in is not conducting such interviews. You might start by informing about that at your HR person.
Assuming these interviews are being held, I recommend to first approach your own MANAGER to arrange a date. Perhaps he simply forgot about it or intended to do it later. No need to immediately involve HR.
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SREEDHAR
Consultant, India
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The Performance Appraisal is a Collaborative Effort! In my view, a Performance Management system is primarily for employee development. In this view it is imperative that the responsibility is shared and collaborative. Build a relationship with your line superior on the values to be achieved and things will work.
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David J. Rakers
Business Consultant, Netherlands
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Follow the Official Road Although you could do it yourself, approach HR and ask them when your appraisal is due. During the appraisal ask specifically for their schedule for next time. Everybody happy!
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Brian Delgado, MBA
Business Consultant, United States
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Request Informal Feedback Periodically I would approach the manager directly and request feedback; whether it's formal e.g. per the PM process or informal. This will offer you insights into your performance and also enable you to receive developmental feedback. On this note, you should request informal feedback periodically e.g. quarterly and carve time on your managers calendar to support those conversations.
Whether your goal is increased compensation or placement in a developmental role to fill a skill-gap; these convo's are a vehicle for your development.
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Zahid Qureshi
Australia
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How to Approach Manager if no Appraisal is Planned @Anonymous: I agree with you and Brian Delgado that the best way is to approach your manager directly. Remember the Agreement is between you and your manager. Do not rely too much on HR or other external parties as it may be disliked by your manager. Also ask yourself: What kind of relationship do you have with your manager and how well you get along with him/her? Then approach your manager with respect and regard, and use your understanding of his/her personality traits to find an appropriate way to raise this issue with him/her, ensuring you do not antagonise him/her and that he takes your reminder in a positive light.
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Vijay Bhatia
Consultant, India
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Regular Performance Interviews Conducting appraisal interviews should be a continuous process so effective managers do it on a regular basis. Your annual appraisal is a formal way of putting it across. See also the topic "No Routine Annual Performance Appraisals" for more on this.
Give your manager a rope... Patience pays - usually.
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Anonymous
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No Appraisal? Go Away and Never Look Back If no appraisal is provided for, it means they don't care about you no matter what you do so it is better to look for another job. In a good company no employee is left without appraisals and growth plan as a follow up.
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LAMKINSI TARIK
Manager, Senegal
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The Annual Evaluation Meeting is an Important Step But not an End in Itself The work must always be done in continuity; such meetings should be scheduled at different stages of each year.
In my case, I always remind top management to have such meeting at the start of the year. The goal is to discuss the strategic choices we made and dissect what worked last year (and why) and what needs to be improved (and why).
It is also an opportunity for open and sincere exchanges.
In summary, if the manager does not schedule this meeting, it is up to the employee to request it because the organization and the employees both have everything to gain from it.
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behnam khodabakhshi
Project Manager, Iran
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No Need for Annual Appraisal I prefer that instead of an annual evaluation of a continuous process, the evaluation of the key indicators of personnel performance is done through an information technology platform and an application program, which can be done automatically every three months or less. In my opinion, that is necessary.
At the beginning of the year, the key indicators for each job should be told to the relevant employee so that he knows about them.
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Claudia Lavelle Sigamoney
Management Consultant, South Africa
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What to do if no Performance Appraisal is Planned Hello, a gentle reminder would not hurt. Possibly a human error was made in not sending out reminders. Although it could also be that the performance appraisals structure may have changed and this requires communication as well. That can be a concern, so raise it early on so that you are settled about the way forward.
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Bill Richards
HR Consultant, Australia
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Whose Responsibility is It? It's not the manager's job to chase you - it's your job to arrange a time with him/her.
Employees are responsible for their own training and development and performance development!
The company is responsible for providing the opportunities.
If you are interested in how you are performing against agreed objectives, then arrange the meeting. You'll get much more out of it!
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robert elias
Manager, Qatar
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Annual Appraisal is a Must In my opinion, regardless if there is the chance for a salary increment or not, all staff has the right to get their annual appraisal for their self development and for their motivation.
Thus in the ...
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JEEVAN RAOSAHIB
Entrepreneur, India
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Annual Appraisal is an Organization Priority Appraisal normally is not directly connected to a salary increase as that is also influenced by the financial performance of the organization.
An appraisal is a platform to showcase an individual's p...
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Brian Delgado, MBA
Business Consultant, United States
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Performance Interviews also Support Talent Development & Retention @Bill Richards: I respectfully disagree; responsible leaders keep their eye on the future.
Just as performance matters today, it also ties into an employees potential discussion.
Talent development ...
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Anonymous
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Performance Feedback is Important for Both Parties @SREEDHAR: I totally agree with your response. It is for the advantage of BOTH PARTIES to hear constructive and positive feedback. You will know how to fulfill expectations and be a valuable team memb...
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Dr. Sapna Dadwal
Professor, India
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Annual Reviews Boost Morale of Employees The objective of annual performance review is not just to increase the salary of the employees, it is also done to give feedback to employees of their performance.
This feedback actually is very impo...
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Bill Richards
HR Consultant, Australia
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Mutual Responsibility for Performance Review Hi @Brian Delgado, MBA, I don't disagree, but it becomes a little tiring when employees complain that they didn't get a performance review. I agree that good leaders know when to schedule their one-on...
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Maurice Hogarth
Consultant, United Kingdom
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Why Was the Annual Appraisal not Scheduled? I infer that:
- The organisation has an appraisal system/process,
- The individual is not new to the organisation, so has been through the process
- The appraisal notifications and forms for prepar...
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David Wilson
Manager, Canada
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Take the Opportunity to Talk to your Manager You need to politely ask your manager about getting a performance review. The review should identify your accomplishments and your training needs. If you are not at the maximum of your position's sala...
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Maurice Hogarth
Consultant, United Kingdom
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Self Appraise as Prompt Again, picking up on the possibility that the initial posting is from when an appraisal is expected but hasn't been scheduled, consider completing your self appraisal and simply passing it to your lin...
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