Asking for an Overdue Performance Review

ByTaunee Besson, CMF, Senior Columnist

Asking for an Overdue Performance Review

Question: I work for a large distribution company troubleshooting lost or delayed shipments. When I started here 16-months ago, I was told that I would have a performance review and a raise after one year. To date, my boss hasn’t approached me about either. Frankly, I’m beginning to resent the delay, as I think I’m doing a good job and deserve the overdue increase. What should I do?

Answer: First, recognize that your career is more important to you than to anyone else at your company, including your boss. He or she may not give your performance appraisal the same priority you do. Consider the possible reasons for the delay:

1. Your boss doesn’t remember how long you’ve been on board. While this probably isn’t true, you may wish to give him or her the benefit of the doubt.
2. Your boss is uncomfortable rating your performance and is postponing your review, even if it’s a good one. This is very common.
3. High level management says, “Hold the line. Put off raises as long as you can.” If you aren’t asking for an appraisal in this situation, you may not get one for months.
4. Your supervisor has something unpleasant to discuss with you and is avoiding possible conflict by postponing your review. When you finally get it, it will probably contain a nasty surprise.

While all of the above are typical excuses for postponing your discussion, they’re not good enough to force you to wait four months beyond the scheduled review date. You need to ask for your performance appraisal and the raise you deserve, before your resentment begins to affect your work.

Schedule a specific day and time with your supervisor. Find out more about your company’s performance review practices and policies. Then think about both your outstanding accomplishments and stupid mistakes since you joined the company. Put yourself in your manager’s shoes and consider how he or she will evaluate your work. Be prepared both to respond to negative feedback and point out how your efforts have benefitted the department.

Develop a list of alternative proposals on how you would like to be compensated for your above average performance. Be specific in your request. Have a dollar figure in mind. If other benefits appeal to you as a part of your increase, don’t limit your suggestions strictly to a pay hike. Consider extra vacation time, training opportunities, a new office computer, etc., as negotiable items.

This article is reprinted by permission from, © Adicio Inc. All rights reserved.

Did You Like this Article? Get All the Energy Industry News Delivered to Your Inbox

Subscribe to an email newsletter today at no cost and receive the latest news and information.

 Subscribe Now


Making DDoS Mitigation Part of Your Incident Response Plan: Critical Steps and Best Practices

Like a new virulent strain of flu, the impact of a distributed denial of service (DDoS) attack is...

The Multi-Tax Challenge of Managing Excise Tax and Sales Tax

To be able to accurately calculate multiple tax types, companies must be prepared to continually ...

Operational Analytics in the Power Industry

Cloud computing, smart grids, and other technologies are changing transmission and distribution. ...

Maximizing Operational Excellence

In a recent survey conducted by PennEnergy Research, 70% of surveyed energy industry professional...

Latest Energy Jobs

View more Job Listings >>

Archived Articles

PennEnergy Articles
2008 | 2009 | 2010 | 2011 | 2012 | 2013

OGJ Articles
2011 | 2012 | 2013

OGFJ Articles
2011 | 2012 | 2013

Power Engineering Articles
2011 | 2012 | 2013

Power Engineering Intl Articles
2011 | 2012 | 2013

Utility Products Articles
2011 | 2012 | 2013

HydroWorld Articles
2011 | 2012 | 2013

COSPP Articles
2011 | 2012 | 2013

ELP Articles
2011 | 2012 | 2013