Bdtyktl

I’ve worked with the same business for over 10 years. Each year I get an appraisal and the same form with the same questions. Generally the previous forms from the last decade have resulted in very similar answers from me, as I’ve been content and enjoying getting some new responsibilities with only a few minor issues I needed raised.

This year my appraisal is due and it’s a very different story. My workplace has become extremely stressful, shambolic, with a manager who is never present except to tell us how terrible we are and who changes major protocols back and forth literally daily. One day I sat at home and wrote a list of 50 moderate or significant problems that I am aware of, just to get them out of my head.

Should I raise all or any of these on my appraisal form or during the meeting? Many are known to the owner/manager but are being ignored. My colleagues feel very similarly to me, so they may also raise a high number of issues.

I am almost definitely going to look for a new job, so I wouldn’t be filling the form or having the meeting with an expectation of everything being resolved. However I don’t want to put notice in and have them complain that I said everything was okay in my appraisal.

Should I bring up this huge list of grievances or how I can approach this issue?

Venting is never really a good idea. It doesnt really achieve much, if anything and may come across as you just moaning. With the sheer amount of things you have, thats alot of things to talk at the person with.

An appraisal is generally a space for constructive feedback for both parties, constructive feedback generally means raising an issue constructively and then guiding or proposing a route to a solution. I would propose doing just that.

Prioritise the top most detrimental and aggravating ones that you simply find it difficult to live with, these are the ones to address. Then put forward a feasible solution suggestion, this shows you are interested in trying to fix things, not just complaining and expecting someone to do it for you. Suggest working with and helping fix the issues together for the benefit of the team and the wider company, maybe even take ownership of the ones you can.

Given that you are looking to leave anyway, its probably not productive for either party for you to just sit and vent about your gripes, maybe discuss the wider issues in your exit interview, but again, be constructive with feedback and propose possible solutions, not just venting.

First the short answer: NO

How to approach the issue?

• Update your resume. This may not go well


• Start sending out job applications


• Schedule a meeting with HR, but understand that HR IS NOT YOUR FRIEND Your issues may not be well received


• Be prepared to move on.

Now, as to WHY this is not something to take up at your review.

Your review is there to discuss YOUR strengths and YOUR weaknesses.

It is simply not the right place or the right time. Schedule another.