What do you do when you receive a performance appraisal that is negative, less positive than you feel you deserved, and the boss refuses to explain why?

An appraisal is a system that includes the employee and his supervisor, it is a face to face discussion and decision, so what ever the result is it should be agreed by both of them. Task and targets is a mean used to ease the process, achievements, team work contribution, goals,..

If a problem came out so a call of meeting should take place to correct the situation.

First of all, I should try to understand the procedure and the logical path (data, evaluation etc) under which, boss accepted and adopted a negative appraisal. Then I should immediately and directly explained to my boss my point of view through figures and logical arguments.

I will resign immediately! I did it often and this is my pride! I will always do it again. This was always painful for my opponents (the managers). I love to torture them. They do not deserve my hard work and dedication.

Best is to go back and check your performance review report (Quarter Wise),check where u r lacking then if you find your pBC report is all well then go ahead for discussion.

 

I will 2 things. 1- self critic myself. 2- after un biased result of self critic share the same with my superior. If he is truly a leader he will help me in shaping me to be perfect and also will never forget my true intentions and dedication for next appraisal.

There should be a job description and targets to be achieved with a score card in order to go through the response of the Boss in his appraisal feedback. If this was not there then there is a problem with the management decision making and this has to be brought to the senior officer in the company and HR which will help the related staff to protect his rights and future legal actions of staff chose to go for.

Change the boss. If anyone treats you in such a negative and arrogant mannner one of you needs to go. Continuing in that situation will only lead to tears and confronting the issue will either force a change in attitude or go somewhere where your talents are better appreciated. Perhaps this may sound brutal, but as a confirmed ex-pat of several decades, be prepared to stand up and be counted. Never allow such disrespect. It will do your career no harm.

First of all, perfomance appraisal are required to discuss with the employees for them to know what things to improve and praise them for a good work. With the case of I received a  negative feedback, I will tell him/her to discussed with me the basis for my non-performance and the method of his appraisal , if its not acceptable on my part I will tell him/her that I am not convinced and shows the what I have been accomplished through documents, such as progressive report/ KPI compliance that I meet and will submit to HR for verification but Inspite of that I will still respect his/her decision and still show professionalism and improve more on my work performance.

Having low performance means something wrong with me and I have to know my weakness otherwise nothing will be changed I must persude my manager talk,explain may be not right away . it's his role to do that ignorning me not sort the problem out.

If he insists I may talk to a close manager's colleague to talk to him.

 

Performance appraisals are evaluated based on the predetermined targets: tangible and intangible targets; Appraisals happen either monthly, quarterly or yearly. Most often than not, monthly/quarterly appraisals are conducted to verify whether the employee is on the right gear to achieve the objectives set earlier on and mostly you get constructive feedback on how you can work towards improving your skillsets and on how you can meet the objectives set for you. It is highly improbable that you get negative remarks without the reasoning or rationale behind the low score. All Managers spend a lot time in evaluating each segment with utmost importance and care, so having said that 

If an employee is getting negative remarks, it is equally the employer responsibility also to get the complete visibility into talent issues and there is a need evaluate its own approach to workforce and talent management.

 

personally, I can ignore that and continue my work as before. If i find a chance to speak with the manger later, I' ll do.