My Boss Has No Interest In Having a Formal Employee Evaluation. What Should I Do?

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A lot of supervisors and managers put off employee evaluations, procrastinate, or simply decide it's not worth the time to do them. The avoidance of employee evaluations isn't good management, but it's at least a little bit understandable.

But you want one. You want to know how you're doing. And if you're doing well, you want that documented so others in the company will know.

Obviously your first step is to approach your boss and ask if you can have a formal employee evaluation meeting. If your company requires managers to do them (but your boss doesn't), politely remind him or her that your understanding is that it should be done regularly, and that you'd really appreciate it if the two of you could sit down and at least talk.

If you really, really want a formal employee evaluation, you can push much harder, but pushing harder (e.g. going to human resources, going over the head of your boss, etc), tends to have the effect of damaging the employee relationship with the boss.

If you can't get a formal evaluation meeting set up, you may at least be able to get some feedback from the boss, either in a less formal type of meeting, or even over coffee, or brief discussions in the hall. Keep in mind that managers sometimes (well, more than sometimes) can forget what their employees need and want from them. That means that if you want to discuss your performance, and your boss hasn't initiated such discussions, you can take the initiative.

For more detailed information about how you, as an employee, can enhance the benefits of performance reviews, click here to preview Getting the Most From Performance Appraisals For Employees.


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Bacal & Associates was founded in 1992 by consultant and book author, Robert Bacal. Robert's books on performance management and reviews have been published by McGraw-Hill. He is available for consultation, training and keynote speaking on performance and management at work.


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  • Performance management and appraisal MUST be a partnership between manager and employee where BOTH benefit.
  • Performance management can be the lever for improved employee engagement.
  • The review process is the LEAST important part of performance management
  • If managers aren't managing employee performance, why are they there?

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