Is Your Boss Using a Performance Review to Fire You?

My wishlist is to STOP performance reviews with ratings and introduce more 1:1 and 360 feedback to have ongoing conversations. Many unionized and public sectors do not have performance review ratings and this approach may be beneficial if done the right way.Whether you've recently joined a company, have your eyes set on a promotion, or are dealing with challenges in your current role, this blog is tailored just for you. With performance reviews on the horizon, understanding how to navigate them is crucial for your career growth and job satisfaction. As we step into 2025, it's time to address the elephant in the room – the controversial world of performance reviews and internal recommendations for promotions where rating on performance appraisal factors in to move up in career. We'll explore the often-overlooked biases embedded in these systems and why it might be high time to reconsider their relevance by knowing how to navigate around unfair ratings and document as an employee.

The Unpopular Truth:

Let's start with an unpopular opinion – the current processes of performance reviews and internal recommendations have inherent biases that can no longer be ignored. Holding employees hostage by requiring their current manager's approval for recommendations creates a sticky situation, especially for those who love the company but struggle with colleagues, managers, the environment, or their current roles. Some companies also want employees to add performance reviews during the internal application process which demotivates people who are trying to pivot or change the environment. Is it a fair process to promote people based on the previous manager's rating/recommendation?

Unveiling Unethical Practices:

A shocking revelation comes from the practice of tying sick days/attendance/leave of absence taken to internal forms and performance review ratings for Key Performance Indicators (KPIs). This unethical approach puts employees in a tough spot and raises questions about HR practices. Women often bear the brunt of this system, facing contrast bias, recency bias and perception ratings during the mat leave. Many employers remove performance appraisal during the mat leave and do not factor in salary raises which creates the pay gap internally. Managers need to have prorated performance review options or match the cost of living at least to prevent biases.

New Immigrants whose English is not a first language might have been overlooked in getting high ratings on communication skills which includes verbal and written is essentially a perception and contract bias of comparison between direct reports and local talents. Organizations need to establish how soft skills and communication skills are rated on the roles. Employees with a speech disability, neurodiverse, or invisible disabilities need to be factored into the rating system. Diversity, Equity, and Inclusion is not only about race anymore. If employers can't measure soft skills that creates biases. When adding unmeasurable skills to the rating system, appraisal becomes instinct or gut feelings which is unfair.

During the performance review, are employers adding all the quiet promotion/quiet hiring where employees were assigned new tasks/projects/backup/ cross training for exposure which was not a part of the job description?

Employees need to add extra tasks creating a paper trail which in return creates a case for a salary increase or new headcounts. Why quiet hiring could be labour abuse my interview with Global National and CNBC.

Preparing for the Possibility of Layoffs:

Given the current performance review season, it's imperative to stay vigilant. Executives and leadership changes may indicate organizational shifts that could lead to layoffs. Pay attention to water cooler conversations, observe the behavior of key figures, and be proactive in preparing your resume and LinkedIn profile. Consulting external contacts ensures you're ready for any potential transitions.

Guidance for Different Situations:

Whether you're a new hire, recently promoted, or facing dissatisfaction at work, the blog covers strategies to navigate performance reviews effectively:

1. For New Hires:?Learn what you should focus on to make a positive impact from the start. Create a 30-60-90-day plan.
2. For Recent Promotions:?Understand what aspects you should be mindful of to sustain your upward trajectory.
3. For Those Facing Challenges:?Discover how to document your concerns, address friction with superiors, and improve your work environment.

READ THE FULL BLOG HERE FOR THE SOLUTIONS

P.S. Do you have a plan for dealing with ratings you disagree with, or are there no upcoming internal promotions, or were you passed over?

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?Sweta Regmi a former hiring manager at award-winning companies, is now the Founder and CEO of Teachndo, and a Certified Career and Résumé Strategist celebrated for her expertise in Personal Branding. In 2024, she received the Outstanding Career Leader award, the most prestigious honor from Career Professionals of Canada, a testament to her significant contributions to the coaching industry. Regmi has been recognized as a Top Job Search Expert and a must-follow Top Career Advisor on LinkedIn. She ranks among Canada's Top 60 creators and her insights have been featured on prime-time news outlets including CBC National, Global National, CNBC, Wall Street Journal, HuffPost, City News, CTV, The Globe and Mail, Forbes, LinkedIn News, indeed, and at Career Conferences, reaching over 100 top media platforms. Additionally, Regmi is the Amazon Best Selling author of "21 Resilient Women: Stories of Courage, Growth, and Transformation," a book acclaimed by Canadian libraries, ministers, and MPs. Regmi's consecutive nominations for the RBC Canadian Women Entrepreneur Awards by Women of Influence from 2022 to 2024, further solidify her reputation as a distinguished career expert in Canada. Sweta has assisted more than 500 career professionals globally in securing their ideal positions at top-tier organizations, including major banks, Accenture, Deloitte, Amazon, IBM, and the Government of Canada, among others.?