During yearly employee evaluations, some staff members might perceive their assessments as unfair or incorrect. In such situations, employees should take professional measures to safeguard their rights and seek clarity.
“If an employee believes their performance review is inaccurate, they should arrange a meeting with their direct manager or department head for discussion and should refrain from signing the evaluation until clarifications are made,” advised Joy S Distor, a senior HR executive, to Khaleej Times.
Distor mentioned that employees can present documents or evidence supporting their contributions, like thank-you notes, project reports, or official records. The responsibility to prove the original evaluation wrong rests on the employee.
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Filing a Complaint
Distor elaborated, “If a company has a grievance or appeals committee, often involving HR, employees can formally submit their complaints there. They also have the right to seek an independent review by another party within the organization, particularly if their work involves collaboration with other teams or third parties.”
Joy S Distor
Experts suggest that employees communicate professionally, which includes sending a formal email for clarification or questions, and copying HR.
Recording Achievements
She added that accomplishments not in the job description can be recognized if they positively impact the projects or business. Indirect achievements or extra activities can be recorded separately for individual acknowledgment.
“When there’s a disagreement between a manager and an employee about performance, documentation is key to resolving it and should match the evaluation grades, ensuring no conflict between positive comments and the actual evaluation, like receiving an ‘excellent’ rating while having warnings or violations during the evaluation period,” she explained.
Employee Evaluation Criteria
Nicki Wilson, Executive Director at Genie Recruitment, stressed that employee performance is assessed comprehensively. Although revenue is crucial in recruitment, it’s not the only success indicator. “The company values engagement, attitude, professional growth, team culture contribution, and the ability to maintain client relationships and explore new opportunities.”
Nicki Wilson
Wilson highlighted that a strong team player can boost the overall team’s performance. Evaluations extend beyond numbers to gauge an individual’s impact on the organization.
Criteria include revenue and financial growth, discipline in hybrid work, work quality, adaptability, and consistency. Wilson notes that senior management collaborates with employee managers to identify strengths, weaknesses, and progress, with continuous informal notes and assessments throughout the year. She adds that the evaluation process is transparent. Employees are notified a month ahead of their review, allowing time for self-reflection and assessment. Guiding questions are provided to encourage deep thinking about contributions and achievements.
Inspiring Employees
Wilson also mentions that personal goal-setting is encouraged collaboratively, supported by an annual bonus plan outlining aspirations. “Formal reviews are held twice yearly, in January and July, with consistent questions and structure for effective progress measurement,” she stated.
An annual company-wide goal-setting workshop occurs every January to define intangible goals and motivate employees throughout the year.
