Way to go!
Fortget people having a right to an annual payrise - let's instead haev it dependant on the linemanager thinking you "deserve" one - with all the inherant abyuse-of-power bollocks that goes with that.
For the nth time
STOP MAKING GENERALISATIONS ABOUT MANAGERS!!!!!
Really ??
All - the above - if you see yourself as under someone's boot, then that's a low opinion of yourself to hold
Sorry but meanwhile in the real world.......... abuse of power hmmmmm sorry but .... wha?
Couldn't agree more!!Um, no, I said what I wanted to achieve, and THEY agreed, actually. I don't even have proper line management at the moment as my boss is off sick. So it was with the managing director and my temporary boss.
I stand under no-one's boot, either
And 'owning' people went out with the slave trade.
FFS. It doesn't matter what anyone says on this thread, you're determined to have a chip on your shoulder.
Either do something about your job, or get a new one. But stop whinging about and making generalisations which are obviously wrong.
How long have you been working might I ask ? It must have been years to have compiled such a vast breadth of experience ?
"They" is a generalisation ! do you believe in other people making generalisations ?
Sorry - that's completely a irrelevant parallel especially as it wasn't what I implied - I was aiming the shot at how you seem to view everyone who's working for someone & it's certainly not how I see myself !
)Don't get me wrong, I don't blame anyone for anything, I just wish the generalisations would stop
Objectives can be a bunch of arse - it (ime) entirely depends on the folks involved in the process - if they're all genuinely committed to making it work, then it does Shite way for shite bosses to get rid of staff: number 2346,087,539:
Overload the member of staff with a workload they cannot possibly complete within working hours. When they either don't get it done or complain about the workoad - tell them they're not "managing their time effectively" and tell them to go on a time-management course. Then ban them from working more than a certain number of hours per day. For added two-facedness, tell them it's to "help their work-life balance".
When the staff member, unsurprisingly, is still behind with their work (becuase it's the WORKLOAD LEVEL that's at fault, not their time-management) afterwards, use that as justification for sacking them. Oh - and make sure to throw in "we made every effort to help you manage your time effectively". That one's an old favourite, eh - you sick, evil, twisted fuckers!
FFS - it's the manager's EXPECTATIONS that need managing, not the workers' time-management!
Sorry but that's, for want of a better word - twaddle
Doing an appraisal is not "sitting in judgement" not if it's done properly.
e2a: And as EG just said - it's an agreement of objectives
It's the only way to make sure that someone is performing to the contract of employment they signed and to the job description they agreed to & that takes both parties involvement & participation
It's also one of the only ways to have evidence you have done what you're supposed to do and to have it documented
And, used correctly by both sides it can & should be used to identify areas that are legitimately of concern and find ways to fix them
I've been part of appraisal systems all my working life (except when I was a freelance - when you're freelance, crap work = no renewed contracts) tbh even I can recognise when my own performance hasn't been good and when a poor appraisal's been due & when that's happened - I've worked hard to make sure it didn't happen again
My question to you is: If you hate appraisals, just how do you know if you are doing your job ? And how does anyone else - including your employer - know this ?
