AAP Open Forum

  • 1.  Performance Reviews

    Posted 12-16-2021 13:56
    Edited by Cynthia Benedict 12-16-2021 15:53
    Our company likes the idea of annual reviews. I've been here for six years now, and as the EA to the owner my review often only happens if I push for it. Our previous HR person would assume my boss would take care of it, and it wouldn't be until I say something (even though my annual work anniversary is in his calendar every year) that a review happens. This year, especially the past six months, I have taken on a lot. I was the acting HR person (ours quit and it was months before we found a new, wonderful, person to fill the role) as well as working on my EA role. I work in restoration and two weeks before what would be my annual review we had a catastrophic water event occur in our town. Not the best timing. My boss and I were texting after work one night and I mentioned that it was my 6-year work anniversary on Monday (this was Friday) and I jokingly added, "Don't worry, I'm not going to quit or ask for a raise" (as that's what a lot of people have been doing). He acknowledge that he recalled it was my anniversary, "meant" to say something, even discussed it with his wife (who is our CFO) and he concluded with "We will talk Monday". That Monday would have been December 6th and has come and gone.

    Question(s): Does anyone else have difficulty getting performance reviews done on time, and do you have any tips on how to approach the subject again. If your business is in the busiest period they've had all year, and holidays are approaching, would a recommendation to meet in the New Year (and schedule it FIRM) be a possible best solution?

  • 2.  RE: Performance Reviews

    Posted 12-17-2021 07:01
    Hi Cynthia - My organization has eliminated the annual review and replaced it with quarterly "touch points" which are 5-15 minutes in length. We are asked the following questions to help guide the conversation:

    • How are things going? What is working well? (Consider resources, tools and help that you may need as well as if there is anyone you would like to recognize. In addition, consider how you are supporting or contributing to change)
    • What improvement ideas do you have? (processes, tasks, team collaboration)
    • What could help you to develop further and have an even bigger impact? (e.g. training, tools, coaching, mentoring)

    This way, things are addressed in real time.

    Here's a good Forbes article.

    I hope this helps.

    Amanda Butterworth
    College of Physicians & Surgeons of Ontario (CPSO)
    (416) 968-5178

  • 3.  RE: Performance Reviews

    Posted 12-17-2021 08:45
    Hi Cynthia, I have had this issue with one of my former bosses. What I did and still do is prepare a self evaluation two weeks before my anniversary date and highlight what all I did during the year, send it to my boss, set up 1:1 the week before my anniversary date. Most times my boss wouldn't have read the document before the 1:1, and I go through and present it at the meeting. This way I get my review done😊 Sometime I have also received hike and promotion from this. In my earlier company my boss made this the norm for everyone expecting self evaluation two weeks prior and review meeting one week prior. I feel it is always better for us to set up some process than wait and hope for it to happen. After all we have access to their calendar and can block sometime there for us.

    Preethi Balasubramanian
    Executive Assistant
    Compute Ontario
    (647) 640-3717

  • 4.  RE: Performance Reviews

    Posted 12-17-2021 11:32
    Hi Cynthia,

    This happened to me at my last job and it was unsettling.  I was booking in Performance Reviews for all the managers but never had one myself.  
    At my new job, my work anniversary is April 1st and I just book it myself in my 2 bosses' calendars.  Sometimes as admin we get overlooked and have to stand up for ourselves.  I would book it in his calendar in the new year.

    Sharon Crowe
    Board Liaison and Executive Assistant
    Stevenson Memorial Hospital
    (705) 795-6822

  • 5.  RE: Performance Reviews

    Posted 12-17-2021 13:30
    I am sad to hear that you are not getting your reviews on a regular basis. It sends such a negative message about the value of the process when appraisals are delayed or appear to have been forgotten. I wish I had better advice on how you can ensure that the approach to your appraisal is systematic and planned.

    There will always be reasons or excuses not to do the appraisal 'today'. It is important that you book a time (even if you are in the busiest season of the year) and stick to it. I think you are really going to have to take charge of booking the time and even send reminders to your boss.

    Don't forget that the appraisal is of mutual benefit -- both to you and the company. It gives you a chance to communicate your expectations from the company too. It also provides you a chance to discuss your career goals and aspirations.

    Jane Nixon
    Executive Assistant

    (250) 427-8757

  • 6.  RE: Performance Reviews

    Posted 12-17-2021 15:02
    Hi Cynthia,

    I echo what others have said. I send my boss a meeting invite with my review attached (and a reminder notice set up!) and bring my review to the meeting and go through it myself with him. My boss is wonderful, but sometimes isn't the best at ensuring that this yearly task gets done, so I make sure I schedule the time with him myself. To answer your question, I would definitely schedule it for the New Year, rather than try to get it done during the holidays.

    Good luck!

    Caroline Dickie
    Executive Assistant
    East Coast Credit Union
    (902) 830-0513