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Work performance reviews

JTP

Hi Everyone

I'm a 39 year old female, diagnosed 2 years ago, first time poster.

I'd be so grateful for any advice / stories / perspectives people could share in relation to dealing with work performance reviews.  I work in a targeted industry, and end of year reviews are broken down into 4 categories (don't get me started on the injustice of these).

The categories clearly state that if you don't meet even one of your targeted objectives (which is a £ number - so it is clear where that target has been achieved or not) you will be classed as not achieved overall, and thus not eligible for a pay review.

I didn't meet one of my number objectives, so I've been told I've not achieved and not eligible for a pay review.  A colleague of mine, however, has also not met their number objective but is told they have achieved overall and are eligible for a pay review.  I challenged this and was told it was about degree.

I can't express how much this frustrates me and upsets me.  I feel like what is the point of the achieved/not achieved if it is going to be disregarded / disapplied.   And who's to say when that is? what degree makes the difference - is it 10%? 33.3% My work has no answers on this, of course.

I feel like I can't exist within this structure as I don't know what the actual basis for the reviews is. 

My work don't appreciate this at all, and suggest that some degree of movement is good.  But it isn't for me, and has left me feeling very depressed and alone.

Please can anyone offer any advice to try and cope with this?

Thanks so much in advance

JTP

  • in reply to Mr T

    I'm so shocked it's the NHS - of all businesses! It's so exhausting and frustrating how we are made out to be the disruptors and non compliant when all we do is challenge them to live by the rules they themselves set.  Companies really don't like being held to account do they.

  • in reply to JTP

    I work for the NHS sadly seems worse in the way staff are treated. Yeah they shout about diversity and equality but when it comes down to it if they don't want you they will try to get rid off you. This may be a tactic they are trying with you and the performance reviews.

  • in reply to Mr T

    I'm sorry to hear this, Mr T.  I really hope your claim comes out in your favour and at the very least, gets you a decent wedge.  The irony is that my company makes a big public song and dance about being neurodiverse friendly, but the reality is sadly very different to the marketing ploy.  

  • in reply to JTP

    You are correct there. I disclosed and have been forced out of my career after 30 years. Now sitting on basically gardening leave with the threat of my employment being terminated.

    You are still young enough to fins another job. However the risk is something you must judge for yourself. I have chosen to fight but I won't resign but have submitted an employment tribunal claim. Hopefully this will either lead to a payoff or compensation from a tribunal.

  • in reply to Stuart333

    Hi Stuart333, thanks for your reply.  You're absolutely right - £10 or £10,000, who knows! The criteria just doesn't allow for any discretion and is set out clearly, so if they wanted discretion they could have worked that into the rules. I think they just reward favourites, as you say, and sadly I think because of my character I will never be a favourite, and that's also very depressing but a reality.  I'm not "chill" or "easy going", and I like things to be done right.  You can imagine that doesn't always make me popular, especially where those who talk a lot but give no substance are concerned.  There is a relatively high turnover, but that's usual for my industry.  TI am reasonably well paid, and I work remotely full time.  I know that shutting up and keeping my head down is therefore better, over leaving for a 2 hour+ commute somewhere else.  But in practice I'm really struggling to do that when decisions like this are being made.

  • in reply to Mr T

    Hi Mr T - thanks for your reply.  I have disclosed but not in the context of asking for adjustments to my targets - although that may be what I need to do.  I'm concerned about how this looks though, because as much as we know the obligation to not discriminate etc, we know that it goes on and companies do as they please and make it our problem to challenge.

  • You are right to feel frustrated. Arbitrary rules are hard to play along with and to know if you are being treated fairly.

    Fairness is a key requirement.

    They may mean if you miss the target by £10 they can overlook it, it you miss it by £10,000 they can't.

    It may also be that there are other factors, such as if you are brilliant in other areas, team leading, customer support, training, etc. then it is negotiable.

    I would ask HR if you can.

    If you cause too much trouble it may not help your future career there if they want to have freedom to reward favourite people, so it depends how far you want to go. But if it is not transparent you may not want to stay. What do other people think. You are probably not the only one. Is there a high staff turnover?

  • Have you disclosed to your employer. You could ask for reasonable adjustments to your targets and not to be judged by neurotypical standards.