Why are non-technical people put in charge of technical people? I get there's a stereotype that programmers aren't good with people, but that's not really my experience. How can I fail to achieve expectations when you don't outline any? How is "I didn't see you run enough scripts" a valid criticism when they're run locally from my machine with no record being created? Especially when those scripts are only for very specific processes I generally don't deal with? Seriously I was on the team less than 5 months come my yearly review and I'm already under-performing? I can't even switch teams because in-house recruiters always request the last performance review and mine sucks thanks to that asshole. Nevermind the one before that I excelled, but different role doesn't matter I guess. Some days I'm so tempted to cash out that 401k and just hope I find a better job within a year. Anyone have advice on dealing with this shit?

Ugh.

So many things wrong in one rant.

I always hate when the idea floats around to use metrics as a performance measurement.

With metrics I mean anything - ranging from git commit's, running certain scripts, log analysis, anything.

It's not how the world works.

I can read stuff 5 days straight when I have to uncork the bottle of pandora called "architecture" to write 2 more days with my tears the migration that's necessary so it doesn't fall further apart.

I really hope you mentioned that the scripts are not logged if run locally.

This is not performance review, this is lazy bastards keeping budget in check by simply removing the possibility to be seen in a good light.

And that's something that I do not hate. Nooo... That's far beyond hate.

That's "I'm sorry to have called all kind of agencies to audit this mother fucking piece of shit company down till there's nothing left of management".

Advice on handling is hard, as I guess in your country work protection is non existing. :/

But really, I'd think about putting a formal complaint together (no threats, just stating what is wrong and why).

And most likely leave the garbage truck...

It's sad to read how common this is. :(

Fucking non-technical assholes

Post 1 of 2

In my experience, the only way to improve your situation is to leave that team. Your manager is getting off on putting you down and letting that go unanswered will only end badly for you. If you'd like to keep working for your company, you need to make it in your manager's best interest to move you to another team.

You mention that there are several teams and in-house recruiters. This sounds to me like you are working for a mid-size or large company. And I am guessing you have read the employee manual provided by HR and there isn't a formal procedure for disputing your review (but if you haven't you should).

Managers who bully their reports at larger companies rely on the fact that no one is monitoring their petty fiefdoms and they can do whatever they want. Your job is to put your manager on the radar of HR and his boss without giving him additional ammunition to harm you. If you do this, he will gladly help you move to another team.

Post 2 of 3 ) yeah this is longer than I anticipated)

Human Resources for most companies are required to respond to all employee complaints. They are also predisposed to make any problem go away as quickly as possible. So you need to show them how to do this.

Write an email to HR (copying your manager) explaining that your review was inaccurate and based on faulty assumptions (note we are not casting blame here, but leaving a wide gap for human error to be discussed). Point by point take each negative from the review and dispute it with as much evidence and logic as possible. After that point out that your previous review was glowing and that you were surprised that despite your high quality of work, you received this negative review (which will encourage HR to review your file). Once that is done you need to give HR a reason to both doubt your manager and make this go away.

The key is to use a word that will trigger HR and then provide a solution. For example, you could write "I am hoping there is no bias at work here, but I am at a loss as to how my review could be so off the mark. I love working for this company and hope I can continue to do so in my current capacity or some other."

So now HR wants this to go away. If they fire you, it could lead to a law suit for discriminatory termination (if you are in the U.S. or other countries with similar laws). Though they may fire you (and you should sue them if they do so always have personal copies of all emails, reviews, and other documents).

HR may make you defend yourself in meetings or try to incriminate you. Just keep repeating that you believe your email addresses their concerns. Or read from the email. No need to offer anything else.

If you are polite and non-accusatory, you have a fifty-fifty chance of getting on another team. The other option is to wait it out. Which really won't help you.