HR Bees, I need help! I messed up. :(

posted 3 years ago in Career
Post # 3
965 posts
Busy bee
  • Wedding: January 2014

Contact your HR department or manager and ask to have the in person meeting. Say that you accepted it on accident and have the face to face. Then, come prepared! Have a list of accomplishements and be specific. Examples:

Instead of “customers always say how nice I am!” say “Mrs. Jones and I have a great working relationship. I was able to help her with xyz and she otherwise would not have known about abc services we provide.”

To be honest, there is a chance that your review wasn’t given too much thought. Most managers do them on gut instinct and not on actual performance. You could get some of those 3’s bumped up with an in person meeting.

Post # 4
1389 posts
Bumble bee

I really don’t think you can fix this easily.  It’s November and you just now accepted your mid-year review?  I’m a business owner and I would think you don’t care enough about your job if you are 5 months late in accepting you review.  

Post # 6
7997 posts
Bumble Beekeeper
  • Wedding: December 2013

At least where I work, performance reviews are a total joke, and no one takes them seriously. It’s just something we all do because we’re told to. Are you sure you’re not reading a bit too much into this? It sounds like it’s a very simple system that also doesn’t actually mean anything.

Post # 7
965 posts
Busy bee
  • Wedding: January 2014

If they did the mid-year reviews 4 months late, it is safe to say they put very little, if any, effort into the rankings. I would DEFINITELY have an in-person meeting to discuss. And there is a high probably that end of the year reviews will also be late, so I would do it now before you are waiting another 6 months to have the chance.


Also, you can’t improve without good feedback, so even if you agreed with your ranking, you should not skip the in-person review unless you got all 5’s because you need to know what to improve upon.

Post # 8
435 posts
Helper bee
  • Wedding: December 2013

In my line of work a rating of 3 IS doing your job.  It’s meeting expectations. I would take a look at the matrix before you start worrying.

Post # 9
122 posts
Blushing bee

Try not to think of it as a grading scale, like you’d receive in school… your work may very well have a different scale that they use. Just because you’re at like 60/70% of the possible points doesn’t mean that you’ are receiving a D or an F.

My old job used a different scale, and it took a lot of explanation, but I agreed with it. They saved 5s (on the 1 – 5 scale) for the truly exemplary employees – the people who had cut a process time in half, or saved the company many thousands of dollars, or led a new department, or something like that. Just showing up and slightly exceeding expectations doesn’t get you a 5, even if you’re truly doing a great job and are truly valued by the company. 4s were outstanding. 3s were “You’re doing a great job, keep it up”. 2s were “there’s room for development but the employee has potential”. Only a 1 or a 0 was really worth worrying about.

I have given myself 2s before, and I consider myself a great employee.

We’re so used to getting nothing but As in school for just doing all the work, not necessarily going above and beyond, that we’re a bit too accustomed to 70% being a nearly failing grade. Maybe your HR department just uses a different scale? If your behavior was truly problematic someone would have talked to you about it by now. It might be worth asking if they can share a ratings scale with you, though.

Post # 10
2675 posts
Sugar bee
  • Wedding: May 2014 - Madison, WI

I’ve been places where they told us, only one person a year gets a 5. That’s it, everyone else gets a 3-4 for good work. So it’s difficult to say what this means for you. I would have the face to face meeting. Seems like the best way to clear up any confusion.

Leave a comment

Sent weekly. You may unsubscribe at any time.

Find Amazing Vendors