Dear Bureaupat:
My performance appraisal is coming up and my immediate supervisor has
provided limited feedback about my performance to date. What's worse is
that she clearly does not like me on a personal level. I hope that she
will be impartial and evaluate my performance objectively, but I fear this will
not be the case. Is there anything I can do?
Dear Nerved Up:
Fortunately for you, you're a federal employee and firing you takes major work.
So you've got nothing to worry about. Sit back, relax, and revel in the fact that
the easiest way to get rid of you is through a promotion!
Bureau Pat has been in a similar situation. My SES (Senior Executive
Service) supervisor wore her title with unchecked hubris and was hostile to
anyone who questioned her methods and decisions. Prior to my review, I had little information
about my performance. Going into her
office game day, all I truly knew was that we disliked each other.
Good supervisors provide ongoing feedback and don't let personality interfere
with their objectivity. Many of us are fortunate to work for such people.
For situations like the ones you and I encountered, some strategy is
required.
First, it's important to understand your work environment and your
supervisor. Are there other stressors
happening around you which might be upsetting your boss? If so, is it possible these stressors keep
her in a lousy mood which you misinterpret as her distaste for you?
If not, and you find yourself in a toxic situation, you need to take some
initiative. Approach your supervisor and
see if there are any hot button issues she would like help with. You have two goals here: diffusing a
personality clash and promoting yourself as a team player and hard worker prior
to your review.
Begin documenting every encounter with your supervisor, as they will be useful
in the future - even if it's just to show friends what an ass she is. If
you have not been documenting communications - electronic and oral - start now;
it's never too late to buy some spy gear or at the least, keep some email
hardcopies in a folder marked CYA for a rainy day.
If your supervisor likes to give you instructions verbally, reiterate those
instructions along with a progress update in meeting her requests over email. Doing so creates a record.
At least a day before your review, look over your performance objectives for
the year and prepare for your meeting. This
should be done on government time, but not while your boss is lurking. Make sure you can articulate your achievements
with meaningful results. For example,
"Workplace morale improved 20% from last year after I led the effort to improve
communications within my division." See how easy that was?
While you're listing your achievements, prepare a list of questions for your
supervisor. After all, a performance
review should be a dialogue, not a soliloquy.
Questions should be direct and get her on record about your performance so
there won't be any surprises on your written review. Don't be afraid to ask plainly how she feels
you're doing, if you've failed to meet any of your objectives, and most
importantly, how she feels you can improve.
Be prepared to address and listen to constructive or destructive criticism and
have an appropriate response ready for every type of negative input. But, and I mean BUT; never fall into the trap
of engaging in an argument with such a boss. Doing so will only hurt your
chances for a good review. And keep your
cool. If you lose composure, the review
will quickly turn from conversation to debate to a nonverbal hate-fest. You don't want that, but it's OK to defend
yourself with examples of successes. Just
avoid being defensive and argumentative.
Here are two different ways to respond to criticism; one is the right way
and one is the wrong way.
Supervisor: I've been disappointed
with the timeliness of your work and feel you have had a hard time meeting
deadlines.
Wrong Response: I think that's completely unfair. I never miss deadlines. You're confusing me with Joe. That guy never gets anything done without me
riding his back.
Correct Response: Really, that's
terrible; I never of thought of myself that way. I don't remember missing any deadlines but perhaps
I overlooked something. Can you give me
an example of a deadline I missed?
Naturally, during the review you should be taking copious notes. You may even want to record the conversation. People
tend to alter what they "said" during a written review later on.
If you get a fair evaluation, good! If not, then there are steps that
you will take to seek relief which I will address in the future. One of them is tacks on the seat. It won't get your raise back, but it will
sure make for a funny story to tell over beers.
