Performance management is a critical part of most workplaces, intended to help employees reach their full potential and contribute to the organisation’s success.
However, for performance management to be effective, it must be fair, transparent, and supportive.
Here’s our guide to help you understand your rights, recognise fair processes, and know what steps to take if you need to appeal a performance rating.
Guidelines for Fair Performance Management
- Clear Expectations:
At the beginning of the performance cycle, you should receive specific, measurable objectives that align with your role and responsibilities. Make sure you fully understand what’s expected and seek clarification if needed.
The criteria should be relevant, realistic, and aligned with both your role and the overall team goals.
- Regular Check-Ins:
Good performance management doesn’t just happen once a year. You should have regular, ongoing discussions with your manager about your progress, achievements, and any challenges.
These check-ins are essential for providing feedback, identifying areas for development, and adjusting where needed.
- Objective and Evidence-Based Evaluation:
All evaluations should be based on concrete, measurable performance. Ratings should be grounded in documented evidence, such as completed projects, feedback from peers or clients, and measurable achievements. This is essential when ‘Behaviours’ are being used as a performance management measurement, as this can be open to potential subjectivity.
If subjective comments or opinions are included in your review, ask your manager to clarify these with specific examples.
- Consistency Across the Board:
Performance management should be consistent for all employees. Ensure that the criteria used to assess you are applied equally across your team. If you notice discrepancies in how ratings are assigned or communicated, this may be a sign of an unfair process.
- Development Support: A strong performance management process isn’t just about assessing your past work—it should also support your professional development.
If you receive a rating that suggests room for improvement, your manager should outline clear steps to help you grow, such as additional training, mentoring, or resources.
- A Two-Way Process:
Performance management is a two-way process, so it is down to you and your leader to agree the objectives being set as well as both of you being able to evidence the successes and completion of these both during the year, as well as at the end of the year
What to Look Out For
- Lack of Documentation: If feedback or ratings aren’t backed up by evidence, this may indicate an unfair assessment.
Always request documented examples to clarify where you might improve.
- Changing Expectations: Your goals and objectives should not change drastically without your knowledge. If they do, make sure that any revised expectations are clearly documented.
- Biased or Inconsistent Ratings: If you see colleagues with similar achievements receiving higher ratings, or if there seems to be favouritism in the ratings process, this may indicate bias.
- Limited Feedback Opportunities: If you’re not given an opportunity to discuss your performance regularly, or if feedback is only provided at the end of the year, this doesn’t align with fair performance practices.
- Appealing Your Mid-Year or End-of-Year Rating
- If you feel your performance rating doesn’t accurately reflect your work, you have the right to appeal either through the Performance Management or Grievance process (dependent on the company internal policy). Here’s how:
- Gather Documentation: Start by collecting evidence of your performance, including completed projects, metrics, feedback from others, and any emails or notes from previous performance discussions.
This documentation will be essential in making your case.
- Prepare for a Constructive Conversation: Request a meeting with your manager and approach the discussion openly. Explain why you believe the rating is unfair, using specific examples and evidence to support your position.
Be open to listening to your manager’s perspective as well.
- Escalate If Necessary: If your manager doesn’t agree to reconsider the rating and you still feel it’s unjustified, follow your organisation’s formal appeal process. This may involve bringing your case to HR or a senior manager.
Be sure to understand your rights and the proper procedure before proceeding with an official appeal.
- Seek Union Support: If you’re a member of Aegis, we’re here to support you. Reach out to us for guidance, and we can help you prepare for meetings, understand your options, and ensure that the appeal process is fair and transparent.
In Summary
Fair performance management is your right, and a transparent process benefits everyone in the workplace. Remember, your performance review should be a supportive tool to help you achieve your best, not a hurdle.
Your mid-year and end of year rating should never be a surprise.
If you encounter issues, know that you have options, and Aegis are here to support you every step of the way.
If you have any questions about performance management or your rights, don’t hesitate to reach out to your union rep for advice.
