Some of those losing jobs do not wish to participate, but do you think it's an opportunity to highlight your accomplishments so they can't say you have performance issues?
22 replies (most recent on top)
@2pzv+1sDnUonl, "The manager is supposed to be coaching all along". What? Those corrupt lazy incompetent arrogant narcissists don't know anything about coaching. All they do is to abuse their employees.
There are some tone-deaf people here believing that the self-assessment works. No, managers don't care about our self-assessments, it's all about favoritism and they already have the list of layoffs. Performance evaluations are all rigged. Get real!
This should be used as a reminder to your boss about what you accomplished. You cannot expect them to remember every project or work effort completed. They may know who is good performer, who is bad performer. Use this as a method to give your mgr more ammo to consider you a good performer, and be able to document as such.
I don’t put as much effort into mid year as I do end of year, but i make sure to give my boss all the info he needs to rate me as good performer so that rating has good chance of continuing to eoy
My job has been eliminated due to location strategy. Waiting for my Notice Letter, and was told would receive it by end of Q2. Therefore, why am I being required to do a self review for mid year when I won't be here for the actual Mid Year reviews?
Your self assessment will influence your managers assessment. Example: If you give yourself a glowing review and your manager intended to give you a poor review it demonstrates that there is a clear disconnect that was not previously communicated to you. This is bad management and now you have evidence of it if needed. The manager is supposed to be coaching all along.
Also, very few managers have the time or are willing to take the time to actually write up a thorough, thoughtful review of their employees. Mostly they aren't tracking and will not remember your accomplishments beyond the previous week. Your self assessment spoon feeds them details that they can include in their write up.
Always toot your own ho-n.
Executives and managers want to cut more employees underneath so that they can get more money from the limited financial resource.
As tens of thousands of employees are being cut, Charlie enjoys a few million bucks of raise.
It's getting to the point on some teams where you should just be happy you are not getting an "inconsistently meets". They are pushing people down who are doing their jobs due to the pressure of hitting a curve system.
Write a good review. Makes a good source for your resume update. Being laid off is not your manager, or 2 up, or COO or CEO "judging" you. You are just at the wrong place at the wrong time. Think of yourself as a shiny wheel in a car with a rotten transmission. You can spin fast if the car is going downhill. But going uphill you sit waiting around for the transmission to engage.
Manager here … we have already been told that “Meets” is a very strong rating and that I have only one “Exceeds” to hand out for my team of 18. A joke.
It offers zero protection.
The decision to lay people off for efficiency will almost never have anything to do with performance. And if it does, the performance will be based on your rating, not what you wrote in your self-assessment.
You, writing a glowing review of your own accomplishments, doesn't create a paper trail or provide any protection.
That said, if you are requested to do a midyear, just do it. You can write a pretty thorough review in 30 minutes. You can write a pretty crummy one in 5. I never understood people who wouldn't take the time to advocate for themselves. And it is really sad to see people who have managers who don't review self-assessments. I'd say for the last 10 years I know my manager reviewed my self-assessment based off the way they wrote up the review.
The Churn never stops 💩
Go through the motions. I just type in the same thing every year. Nobody reads it. It’s busywork.
Managers know who they want to reward with a whopping 2.5% instead of 2. Nothing you say will change that.
Just fill out the form so they don’t bug you about it.
Most of everything WF asks from an employee is absolute nonsense with a net value of zero. If I participate in the review process:
- job security does not improve
- current job will not improve
- job opportunities? nope
- increased financial incentives? maybe my raise goes from 2% to 2.5% next year. Woohoo
HR's perf review system is also wholly inadequate, never tracking an employee's value over time.
Reviews mid & year end are worse than grade school!!
I have always believed reviews were based on your managers personal view of you as opposed to your ability to do the job. In past employee surveys I suggested more of a “checkbox” approach as well merit system that is fair. Mgrs favorites are always rated higher and receive higher %.
It won’t change anything (re:their location nonsense) if you’re already on “the list.” You don’t want to compromise your severance so just go through the motions. But, It won’t miraculously change anything.
More busywork designed to force employees into conforming to executive leadership's will. The leading-edge of companies have done away with annual/bi-annual reviews.
My last 2 managers always ignored my self-assessment and 360 feedback. They rated only based on their subjective reviews. Why bother putting my self-assessment or requesting 360 feedback? After my managers completed their review and rating on my performance reviews, I was never given opportunities to rebut their false accusations. WF performance reviews are all rigged and we employees are 100% at the mercy of our abusive managers. This was in COO by the way (yeah, the most corrupt organization at WF).
A self assessment is not going to change Hudson Yards mind that the company is better served with your job being offshore
@op Yes it affords protections. How much? Who knows. Official paperwork is official. If you have a series of positive mid and year end reviews and are let go for “Performance Issues”, if you disclose that to your next employer you now have evidence to show you did not have issues. It will not provide any protections here.
Layoff decisions were made a long time ago. Doing a mid year will have no impact.
Your self assessment doesn’t protect your from a manager’s assessment of you.