My Supervisor Stopped Doing Staff Appraisals Once I Reached The Top of My Pay Grade. What Should I Do?

May We Recommend...

Some supervisors and managers stop doing performance appraisals if raises or pay grades are not longer dependent upon the results of the staff appraisals. This is based on the mistaken assumption that staff appraisals' only purpose is to determine pay levels, when in fact staff appraisals are important in improving performance. It is important that staff and job reviews continue after they are no longer linked to pay raises. What to do, as an employee?

I suggest you approach your supervisor or manager and explain that you are interested in improving your performance since anyone can always improve, even if they are doing well. Ask for an opportunity (even if it's short and informal) to site down and discuss performance with the supervisor. It need not be "formal" or involve the completion of forms, but should focus on performance improvement.

If the manager consents, it's best to prepare ahead a time, a short list of questions you want to ask your supervisor about performance and its improvement. That will help you get what you want from the discussion.

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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  • Canada, K0A 1M0