What do you do if your performance evaluation results are not accurately documented and tracked?

1 Check your records

The first thing to do if you suspect that your performance evaluation results are not accurately documented and tracked is to check your own records. You should have a copy of your performance goals, your self-assessment, your feedback from peers and managers, and your final evaluation report. Compare these documents with the official records and look for any discrepancies, errors, or omissions. If you find any, make a note of them and gather evidence to support your claims.

2 Communicate with your manager

The next step is to communicate with your manager and express your concerns about the accuracy of your performance evaluation results. Be respectful, professional, and factual, and avoid being defensive or accusatory. Explain the discrepancies you found and provide the evidence you collected. Ask for clarification and correction, and suggest a timeline and a method for resolving the issue. Listen to your manager's perspective and try to understand their point of view. If possible, reach an agreement on how to update and track your performance evaluation results.

3 Escalate if necessary

If you are not satisfied with your manager's response or action, or if you face resistance or hostility, you may need to escalate the issue to a higher authority, such as your human resources department or your senior management. Again, be respectful, professional, and factual, and avoid being emotional or personal. Explain the situation and the steps you have taken so far, and provide the evidence you have. Ask for their intervention and support, and follow their guidance and procedures. Be prepared to accept the outcome, even if it is not in your favor.

4 Prevent future problems

To ensure that your performance evaluation results are accurately documented and tracked, and that you receive the recognition and reward you deserve for your work, it is important to take proactive measures. These include setting clear and SMART (specific, measurable, achievable, relevant, and time-bound) performance goals with your manager at the beginning of each evaluation cycle, documenting your achievements, challenges, feedback, and learning throughout the cycle, and updating your manager regularly. Additionally, it is important to seek and give constructive feedback from and to your peers and managers, incorporating it into your performance improvement plan. Before signing off on your performance evaluation report, review it carefully and ask for any clarifications or corrections if needed. Lastly, keep a copy of your performance evaluation report and any related documents for your own records.

5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?