How long do I have to before I need to tick the box on Workday? Also, if I strongly disagree with the midyear from the current management (as compared to former great reviews), do I just type it into Workday during acknowledgment or do I have to separately go to HR for it (don't want to if I don't have to.. It will be pointless as I well know that HR is for the company not for the employees)?
Trying hard to move externally but market is cr-p or even internally but not hearing much back
I received a garbage mid-year review last week, which I hadn't yet acknowledged as I was still preparing my response. However, I was laid off yesterday before I had the chance to address it.
Are your managers even having meetings with you? It's the invidual contributers still doing the reviews and it's frowned upon if you call it out.
@OP I can understand your frustration, anger and fear.
As the previous poster said, you're d@mned if you don't add comments or a rebuttal/disagreement, as this will be construed as the you, the employee agreeing with the Rating and/or negative comments by your Manager. There's the saying, "Silence is acceptance or agreement." Do NOT be silent !
And then you're d@mned if you Do add comments or a rebuttal, because typical Citi Incompetent and Lazy HR will only pass the buck, give you the run around and tell you to speak to your manager, the very person you're complaining about! And then your Manager will use your comments to retaliate against you despite the Bogus Lip Service Citi Policy that retaliation is Not acceptable or permitted !
Unless you do the below, you will Always be d@mned and caught between a rock and a hard place. One of many things Employers dislike is when employees document in writing anything because it could be used against the employer in a lawsuit or the employer can get into trouble with industry and government regulators. Employers also try to dissuade employees from consulting with employee-side Employment Lawyers.
This works 90%+ of the time: You must document and write narratives of every single occurrence, detail, when, on what dates events happened that are incorrect or contradict what your Manager stated in Workday. Fight Fire with Fire. Since Managers are permitted to write reviews and comments in Workday, so too can employees !
Also, in addition to naming your Manager, also include co-workers involved or in collusion, etc..
Then, upload the essays/narratives in Workday and email it to your department's HR Business Partner AND your manager's Manager. Even if your manager's Manager and/or typical Citi HR do Not do anything because Citi HR has a bad reputation amongst employees because they're useless and incompetent, at least you have the details in writing and documented in case you need to protect and defend yourself and/or sue Citi.
There's a saying that "Everyone has a Manager/Boss." I've personally witnessed tyrant "managers" and bullies get subdued and their comeuppance when their own managers and other co-workers are made aware of their Sh!tShow tactics and backstabbing behaviours. Will your documenting the Stealing and other atrocious behaviours move the needle entirely in your favor ? No. But the needle and scale will tilt and move at least a little bit in your favor and advantage.
H3LL if I were you, I would even cc, CEO Jane Fraser herself ! You're already on your Manager's Sh!t List anyway. I don't go down alone, and if I'm being pulled down or out, Fired, I may as well take All the MotherFvckers down with me !
Also, take note that leopard do Not and can Not change their spots. Your Manager's and Co-workers behaviours, personalities, reactions and retaliatory traits will still remain and exist. But at least you have the detailed narratives documented in case you need to protect and defend yourself and/or sue Citi.
If you go to HR, they will just tell you to discuss it with your manager. When I did that, my manager threatened me some more and admitted he gave me a bad review because he was mad at me for raising a concern. HR just pushed me to Ethics. It ended up with me just crying to help and it never came. Put your factual feedback into Workday like the previous commenter said, but don't expect anything to change because of that. You're just mitigating the potential impact of that review for any future roles within the company you may seek.
@dd You're incorrect.
If the OP does not add comments or a rebuttal/disagreement, this will be construed as the OP employee agreeing with the Rating and/or negative comments by the Manager.
There's the saying, "Silence is acceptance or agreement."
Do NOT be silent !
If there are material inaccuracies or missing context (for example, goals changed mid‑stream, a change of manager, or quantitative results left out), add a brief, neutral comment of two to four sentences that focuses on facts rather than feelings. For instance: ‘Acknowledged. For context, the original H1 goals were revised in March after the X re‑organisation; I delivered A, B and C (see project trackers), which may not be fully reflected here.’ Avoid adjectives, blame and debating subjective judgements; do not become defensive or argue point by point.
In most cases, however, adding a comment will not benefit you. It will not alter your rating, and a future manager may interpret a recorded disagreement as evidence that you are disgruntled or difficult to work with. If you receive a poor review, the wisest course is to seek another role, either within the firm or elsewhere. Tick the acknowledgement box and leave no comment.
@OP Delaying achieves nothing. You could disagree and select that option when you acknowledge your mid-year, but unless your manager is blatantly lying, that war will not take you anywhere but to the curve. Don’t be childish.
Don’t check the box! Stand your ground!
@a3 Hi, I know which checkbox to tick but I want to delay ticking that as much as I can because I so strongly disagree with the mid year review. Wanted to know how much delay is possible and how to disagree strongly with the review. The new manager is an absolute sh1tbag
@OP should be a box you could check in Workday. You are lucky as some got reviews on Thursday and let go on Friday.
Keep looking outside if Citi as they have no loyalty to you. Two of my former co workers had 24 and 13 years in, gone as of today!