The Reiki Cafe 

I just received performance appraisal (feedback) from my supervisor for the year 2003. I felt very disappoint with his feedback. 2002 feedback were 'excellent' (on 2 boxes) - and this time (2003) dropped to 'very good' (both boxes). I thought I did work very hard, long hours, no lunch breaks and did work on Sunday twice and this did not make any difference for my performance appraisal! Should I change my work attitude - have breaks, normal hours and no work on Sunday?? Sounds like childish! He and I will have a meeting on Tuesday to talk about it. I would be very much appreciated if you could give me your advice - how to accept his feedback (I still don't!), how/what to say it to him at the meeting, etc.
Many, many thanks for your great support.
L&L
Dawn

Dawn,

/*\ Namaste :-}}

- sometimes the appraisal we get (or give others) may be a bit of a reflection of how the "boss" feels his\her year went

>:-}}

- this is inevitable - there is not such thing as pure objectivity in these sorts of performance appraisals - the trick is to be aware of this and be Mindful to minimize such "biases"

- one qustion to ask is what he took into consideration in down grading your evaluation

- and, if you have a choice about the longer hours and Sundays then you need to choose - if you want the shorter hours and free Sundays then take them

>:-}}

- ideally, then, this should not be reflected in the next evaluation of your performance for "standard hours"

- at some point it is appropriate to consider the rewards versus the effort balance

- now, if you simply love your work and that is why you put in so many hours then other considerations are obvious

>:-}}

- hope this helps in some way

Reiki all around,

all blessings,

Firekeeper

Dawn,

Performance Evaluations are not always just subjective. There are as, firekeeper pointed out, often based on other criteria than what is readily seen.

I am not sure from the post if the same person did both evaluations.

Another point that I am complelled to share is that "we" "you" "I" are not out jobs. The evaluation is a way to look at how we are "doing" not how we are being.

If this affects raisies and promotions, then there is room for consideration. The questions firekeeper posed for your supervisior were great.

I am concerned about working without breaks. This is not always the best thing to do. On several levels.

One it might show that you cannot get done in the time alloted what is expected in the mind of supervision.
Also it is a set up for burnout and frustration...i.e. I work so hard and no one appreciates it.

Just random thoughts!

david

Otoharo!

Dawn, is this a performance at your place of work, a job performance? DId you have a schedule of hours to work and hours free?

When I began reading I thought you were talking about a spiritual evaluation! Then I came back down to earth. Ha!

Please respond because it does not make sense yet. BTW, these evaluations are stressful affairs. I have been there.

finality

Hi Dawn

I've had to do appraisals on other people, and its one of the hardest work things to do and get right!

In particular its hard to see how a person has done over a whole year - bits of it stay in your mind but not all of it, and the bits you remember might not be the same.

What I'd suggest is to try and remember what your boss thought was good about your last appraisal, and whether you've achieved the same things in 2003. Also perhaps have facts and figures ready - what hours do you work extra, when did u work at weekends (and was it for a special project). Like davidisiah i would worry if you were always working late, but I realise that may be the culture in your firm.

Make sure he knows too what you have achieved - I could work late all month and spend the time staring out the window, its what you do with it that counts! Try and be objective yourself too - if there are targets you think he set (even if he didnt tell you what they were) think of why you may not have reached them and how this could change next year.

The feedback thing is good too - even if you cant change his mind you can get him to set specific goals for next year that you can keep records of achieving so you can blow his mind at the next appraisal. This makes it less likely that your appraisal could be clouded by his bad memory/bias/insecurity.

Sal
xxx

Hi Dawn,

There are 2 ways to look at performance appraisals. One is "it's the boss is in control and he/she can say anything they want", and the second way is "this will give me a chance to discuss any issues I have, and to work with my boss to enhance my work and working conditions". The latter will be much more beneficial for both you and your boss.

When you meet with your boss on Tuesday, ask him why your appraisal was dropped to 'very good' this year. It could be he has a very good reason for it, that you are not even aware of. Maybe he has been given new criteria to evaluate with? You can also mention to him that you feel you have been working extra hard, and that you have been passing up on breaks, and even going in on your days off. It's possible he isn't even 'seeing' this as part of your performance. If he is supervising many different people, he is likely more concerned that everyone is showing up on their regularly scheduled basis,and not keeping tabs on the exact minutes everyone works when they are there. Chances are good he's thinking you always take your breaks.

It may help you to think about your work over the weekend, and write down any concerns you may have that you feel would be worth discussing with him. Then bring them up in your meeting. If your work place is anything like mine, it's very hard to get more than 30 seconds with the boss at any given time to discuss issues. So to have this meeting could be a golden opportunity to get some clarity and achieve growth.

With light and love,
Featherpoint

Dawn,

I could not tell from your post how long you have been in the position, except to assume that you have been there for all of 2002 and 2003, as you have had full year reviews.

If you take the opportunity to complete a separate review of your work (just complete the evaluation as if you were reviewing yourself), he may be able to see the things that you feel would warrant you receiving EXCELLENT for going above and beyond. Do not miss out on discussing it with him and standing up for what you think you should have received. Life is too SHORT! The worst he can say is that he disagrees and you still get a VERY GOOD rating and you know what he's looking for specifically in 2004's evaluation. During 2004, you might want to have a lunch with him and ask how he feels you are doing, so there are no surprises this time next year.

BTW Don't ever work through your breaks as a rule. It will backfire because if you are working on a specific project and in order to leave on time, you feel you have to eat lunch quickly that day at your desk, then you decide on a one-time basis, but once you are working through breaks and a big project comes up there is nothing more to give and it looks like you are not a team player because you are all burned out.

Good Luck

Dear friends
Thank you very much for your great advice which give me a good thinking. I work with my boss for 4 years this year and fod the performance appraisal for 2003 is the worst! That is why I was disappointed and upset. I will write a few things that I need to discuss with him on Tuesday. Wish me luck!
Thanks again - much appreciated.
L&L
Dawn

Otoharo!

Dawn, in the field of Social Work, this is very well organized. One has regular meetings with one's supervisor. This is partly for continuing evaluation of one's progress (and may include ongoing training of some sort). Mostly it is a time to share in a confidential setting what one said during interviews. Feedback is very helpful (This is supposing the supervisor knows anything!) I have had some of the most fantastic supervisors who could really help me get to the brass tacks of helpful interviewing. I have had those who were less trained and less experienced than I and the tables would get turned. However, the major evaluations were seldom a surprise, as the week by week times had cleared the way. It is very disappointing when one realizes one's supervisor can not comprehend what one actually accomplishes! I had one once who had comparable training and experience, yet she could not understand anything I said. We both attended a conference on shizophrenia together, and both reported back to the staff. You would have thought we attended different conferences! She repeated back to me what i had just said (this is one method) while we were in conference. One day, I just looked at her, and she signed. I do not understand you, do I? I shook my head. This was never again brought up.

Ten years ago when I was in the beginning phases of spiritual counseling and Reiki practice, my teacher met with us, (me and my clients who chose to come), monthly. And after the others left, she stayed on to offer me private time as I was reaching for this. What a fantastic opurtunity!

When these actually work, there is nothing to equal the help nor the fullfillment!

finality