During annual evaluations, some employees might feel that their performance reviews are unfair or inaccurate. In such cases, it’s crucial for employees to take professional steps to protect their rights and seek clarification.
“If an employee believes their performance review is inaccurate, they should set up a meeting with their direct manager or department head to discuss the details and avoid signing the evaluation until clarifications are made,” states Joy S Distor, a senior HR executive, in an interview with Khaleej Times.
Distor suggests employees can provide documentation or evidence supporting their efforts and achievements, like thank-you notes, project reports, or official records. The responsibility of proof lies with the employee contesting the evaluation.
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Filing a Complaint
Distor further elaborated, “If a company has a grievance or appeals committee, typically involving Human Resources (HR), employees can formally lodge their complaints there. Employees can also request an impartial review from an alternative party within the organization, especially if their work involves collaboration across different teams or third-party engagement.”
Joy S Distor
Experts advise that employees should communicate professionally, including sending a formal email for clarification or questions, with HR copied.
Recording Achievements
She added that achievements not listed in the job description can be considered if they positively impact the projects or business. Indirect achievements or additional activities can be documented separately for individual recognition.
“When there’s a disagreement between a manager and an employee about performance, documentation is key to resolving the conflict and should align with the evaluation grades. There shouldn’t be a disparity between positive comments and the actual evaluation, like receiving an ‘excellent’ rating while having warnings or violations during the review period,” she noted.
Evaluating Employee Performance
Nicki Wilson, Executive Director at Genie Recruitment, emphasized that employee performance is evaluated holistically. While revenue is vital in recruitment, it’s not the only success measure. “The company values engagement, attitude, professional growth, team culture contribution, and the ability to nurture existing clients and explore new opportunities.”
Nicki Wilson
Wilson emphasized that a strong team player can enhance everyone’s performance. Evaluations go beyond metrics to assess an individual’s overall impact on the organization.
Evaluation criteria include revenue growth, discipline in hybrid work, work quality, adaptability, and consistency. Wilson highlights that senior management collaborates with managers to identify strengths, gaps, and progress, with ongoing informal notes and assessments throughout the year.
She adds that the evaluation process is transparent. Employees are informed about their reviews a month in advance, giving them time to reflect and self-assess. Guiding questions help them think deeply about their contributions and achievements.
Inspiring Employees
Wilson also notes that personal goal-setting is encouraged in a flexible and collaborative manner, supported by an annual bonus scheme outlining what employees can aim for. “Formal performance reviews occur twice a year, in January and July, using consistent questions and structure to measure progress effectively,” she said.
A company-wide goal-setting workshop is held every January to help define intangible goals and motivate employees for the year.
