Even though the year was good for you, performance reviews can make us nervous. You may have a difficult relationship with your boss or you might be having a hard time reaching the goals you set in your last review.
You tell yourself, “Don’t worry, you say.” “If anything goes wrong, I will contact Human Resources.”
But, you should read this first.
This department is there to serve the company’s needs. HR will never have to make a decision between what is best in the company’s best interest and what is best in your own. Meeting someone in Human Resources can help you show your company that you are the best.
Send an email to HR if you have contributed to the company’s results, whether it is saving money or increasing revenue. You now have evidence that you have contributed value to the company. If your boss criticizes you (e.g., Maria is lazy), you can use this evidence to support yourself.
Your company is your community’s representative. You work 24 hours a days, 365 days per year. Your reputation and your reviews could be affected by what you post to social media. Human Resources are watching. You could be caught shopping online while you work from home and have your identity used against you. To find out which online activities your company monitors, check your employee handbook.
A performance review is a way to acknowledge that you are doing what your company has paid you to do. This is something you should do. HR examines your behavior every day to see if it is helping the company save money or increasing revenue. You can make a list and then try to quantify what you did. Are you a valued client? What percentage of sales revenue have your achieved? Have you made an accounting error?
Your boss may have raised concerns about your performance with HR. HR has no obligation to notify you about any conflict your boss may have discussed with them.
The goal of most HR departments is to discover information. Managers and executives needing to know specific information about employees can only access confidential information (e.g., performance reviews). It is important to define who has access to this information. Whether they are your boss or not, nosy bosses can ask HR to review your performance. This could involve a lot of people. Great if you’re an employee 10. If you aren’t, those who have an unanswerable opinion about your work will be there for you.
If you get a negative review and are considering going to Human Resources, remember that the company you are paying is also paying them.