π[NY Director Asked Me to Change My Review] β Is this Ethical? π€πΌ
Every employee knows the importance of annual performance reviews β they play a crucial role in determining promotions, raises, and overall career progression. However, what happens when your director asks you to change your review to paint a more favorable picture for themselves? Is it ethical? Letβs dive into this dilemma and explore your options.
## The Situation
Last week, your director advised your supervisor to instruct you to alter your review because it makes them look bad. They claimed that they couldnβt confidently give you a 5% raise without changing certain aspects of your feedback. One of your comments highlighted the lack of support and guidance from upper management, resulting in a survival mode work environment.
## Review Highlights
Here are some key points from your review:
– You have set the standard for ASA and continuously raised the bar in 2023.
– Despite short-staffing, you went above and beyond to support your team and trained new hires effectively.
– You acted as a liaison for Manorville, building rapport with patients and managing responsibilities without adequate recognition or support from upper management.
– Previous promises of a raise were not fulfilled, and job stress led to a panic attack, affecting your well-being.
## Your Dilemma
Youβre now faced with a challenging decision β should you comply with the directorβs request and modify your review to secure a raise? Or is it time to escalate the issue to HR and stand up for what you believe is right? Here are some considerations to help you navigate this situation:
### Pros of Changing the Review
– Possibility of receiving a 5% raise based on altered feedback.
– Maintaining a positive relationship with your director and potentially avoiding any negative repercussions.
– Easing tension in the workplace and ensuring a smoother working environment.
### Cons of Changing the Review
– Compromising your integrity and honesty by modifying your genuine feedback.
– Potentially enabling a toxic work culture where honest feedback is discouraged.
– Setting a precedent for future reviews where manipulative behavior is condoned.
## Your Next Steps
Itβs important to weigh the potential outcomes of your decision and consider the long-term implications on your career and well-being. Here are some actionable steps you can take:
### 1. Seek Guidance
– Talk to a trusted colleague, mentor, or HR representative to gain perspective on the situation.
– Consider seeking advice from a career coach or counselor to help you navigate this challenging dilemma.
### 2. Reflect on Your Values
– Evaluate your personal and professional values and determine if compromising them for a raise is worth it in the long run.
– Consider whether this situation aligns with your ethical standards and if youβre comfortable with the potential consequences of changing your review.
### 3. Document Everything
– Keep detailed records of all communications related to your review, including email exchanges, meeting notes, and any verbal instructions given to you.
– This documentation can serve as evidence in case you need to escalate the issue to HR or higher management.
### 4. Evaluate Your Options
– Evaluate the potential outcomes of both changing and not changing your review.
– Consider the impact on your professional reputation, mental health, and overall job satisfaction in each scenario.
### 5. Make a Decision
– Ultimately, the decision to change your review or not lies with you.
– Trust your instincts, listen to your inner voice, and choose the path that aligns with your values and long-term career goals.
In conclusion, navigating a situation where your director asks you to change your review is challenging but not impossible. By considering your options, seeking guidance, and reflecting on your values, you can make an informed decision that prioritizes your integrity and well-being. Remember, your voice matters, and your feedback should be valued and respected, regardless of external pressures. Good luck! ππͺ
## Final Thoughts
Remember, your review is a reflection of your hard work, dedication, and achievements β donβt compromise your integrity for short-term gains. Stay true to yourself, advocate for your worth, and never be afraid to speak up in challenging situations. Your career journey is unique, and itβs important to prioritize your well-being and values above all else. Trust the process, believe in your abilities, and remember that your voice matters! ππ
#Director #Reviews #Ethics #CareerAdvice #WorkLifeBalance #HR #Integrity #ProfessionalDevelopment
Do you want to be right? Or do you want the raise?
Sometimes you have to play the game to get ahead.
Play the game.
You pretty much just outed yourself, bud.
Your self-appraisal isnβt meant to be the place where you air your grievances and criticize your management. Iβd take it out.
Working from 8-7 everyday? Better not be a salaried position!
a comment like that isn’t really appropriate for your self-appraisal, but also won’t really do you any good in general. Comments like that won’t prompt change of any kind, and they certainly won’t get you your raise back. If you’re that frustrated with the job, best to look for something else. Until you can find something better, just play the game.
I recommend saving your effort on this one and looking for a new job. It will pay off far better than trying to swim upstream where you are at.
Realistically, what will HR *do* if you tell them that your salary is at the mercy of someone who can not face criticism and honesty of the struggle of her strongest employee?
Do you believe HR will force the raise? (Is there some policy about raises that would require them to?)
As others have said, it’s time to take your skills elsewhere.
Edit: OP, I think the review your wrote and now the question about contact HR are just ways of you asking, “How can I tell my employer that I think they’re jerks?” Maybe HR doesn’t know your particular director is a jerk or that the organization is overworking and underpaying everyone and will be shocked to find out. You’d have a better idea than anyone here.
HR isnβt your managerβs manager. YOUr managerβs manager is telling you to change your tone. Thatβs really the end of the discussion. Everything you said you did may honestly just be meeting the base expectations there. If theyβre not going to up the hours per week of staffing, then everyone has to do exactly what you said you did, and thatβs just the job. Sorry, but the high inflation crazy pay increases are done and wonβt be coming back any time soon. Donβt plan on this working. Itβs time to show them someone else values your work more by taking an offer from a competitor. If you canβt get one, then weβll, youβre being paid your exact market worth right now.
As others have said, this isn’t the place for complaints. But also, your director sounds like they suck because rather than trying to get you help, they’re worried about covering their own ass. Definitely time to move on.
βBurned outβ
So tacky. Id laugh if this review came across my desk
I disagree with most of the comments here. I have worked as a Director for a period and previous to that a Coordinator that included staff supervision and these type of conversations your supervisor had with you. Additionally I worked in many positions through the same organization prior to my admin roles that also made promises, under delivered and did unscrupulous business practices (using HR and discrediting/threats to keep them from consequences as they are hard to authenticate). By no means am I an expert but do have experience working with HR not only through hiring but conducting evaluations, pay increases, promotions and termination.
While it may not be the desired place to share grievances as others have stated, these systems often do not have a legitimate place for you to share your concerns or grievances, especially in writing. HR first and for most is about organization compliance and protection and they do this in many interesting ways. They aren’t there to advocate for employees. They want to know about issues to get ahead of it or control the narrative in the best interest of the company or organization. So. If you felt like this is something you needed to communicate in writing and it was relevant to that section, they need to accept that feedback. I have never rejected or asked for an evaluation to be ammended. I find this to be bad practice. Quite the opposite, I retained these as leverage to advocate for the changes the staff needed with the decision makers who oversaw my role and held them accountable about wage promises and reminded them about the optics, cost of turnover etc.
It isn’t so easy to look for another job or face financial instability, especially when you have extended yourself, worked above your compensated role and dedicated time to improving the quality of their services, let alone many hiring procedures include speaking to your last employer or supervisor for reference. While they can’t say certain things in those references, you would be surprised about what we can answer if asked.
I do agree on the points that they could possibly continue to target you, force you out or replace you, especially if they think you have cause for stating retaliation or other infractions in your State such as creating a hostile work environment.
Ultimately, it is up to you and I empathize with the stress of a work environment like this and doing what you feel is right vs continuing on. I am not qualified to give you advice on this forum but I can tell you what I have supported my former staff to do and what I did myself.
I knew the employee manual front and back including any documents I had signed or think I had signed, generally now days there is a email trail to this. This includes any rules the company has about digital correspondence rights. If email is a main source of communication often they have rules about retaining digital property, they can lock you out of your email for example and you don’t have the right to your correspondence nor to personally back it up in some policies. Know your employee guidebook.
Depending on what is allowed. And I’ve also done this against their policy (not telling you to) I backed up my correspondence, evaluations, job title responsibilities , any trainings you have taken, pay increase conversations anything so that I had them regardless. I bcc’d my personal email on any correspondence that I felt I needed to that they would try to go back on later.
If I had a meeting like you did with your supervisor, they often do things verbally to prevent you having a record, I would note the date, time, duration, talking points, quotes, people attending, etc in my planner- directly after and send a follow up email in writing to my supervisor, saying “per our conversation on, at, where we discussed X and you asked me to quote, and then include a clarifier so that I would have documentation and hopefully corroboration in a reply.
My point is to get your ducks in a row, document conversations and anything you think is important, retain any documentation you can previous legally or within your workplaces policies for later needs.
Problematic hires are always extremely difficult to get terminated because they arent above idle threats, false unemployment claims, going after supervisor’s etc and are a headache for optics and HR etc…when one’s like yourself are easier because they just leave or the company gets ahead of the narrative and can find cause to get you or push you out (like not compensating for extra work or promised wage increases). Again just my opinion and experience. Not advisement. And not suggesting you become problematic!
In the end making the best decision for you is the right one, but I would suggest keeping thoughtful documentation of all things moving forward and what you can authenticate from the past, if you want to remove it to make peace, document in writing that you ammended your evaluation per request from /as I would like to be eligible for earned wage increases I was informed I would be in ineligible for if I did not comply… if you so choose. You know the system in which you work best and the players that make decisions and how they are likely to proceed Take care of you and do what’s right for your health and sanity and look up employment laws and protection where you are and what documentation they need should you want to get spicy.
Good luck!
Nothing you said here is going to come back positively in what you seem to want to accomplish. Throwing your manager under the bus doesnβt lead to a raise. Your annual review is to bring forward items that you do that go above and beyond what are your assigned duties. Treating patients kindly isnβt going above and beyond. Thatβs your job. Keep an excel list of items that arenβt assigned duties throughout the year and bring what youβve done thatβs outside of whatβs in your job description. Donβt use this opportunity to complain about leadership. Thatβs not going to help you get a raise. If you donβt feel appreciated, look for a new job. Complaining about your boss isnβt going to get you more money. Showing how you contribute more then others while doing all the tasks within your job duties and also doing things that arenβt included is how you distinguish yourself from your colleagues and get the raise and promotion. This ainβt doing that
Usually, self-appraisals are a way for you to toot your own horn and honestly examine yourself (both strengths and areas to improve – everyone has them). Thereβs really no need to throw upper management under the bus here – itβs not about them or what they did or didnβt do. Stick to *your achievements.*
If this is a job you want to hold on to or excel/advance in, making comments about or criticizing anyone but yourself during a **self**-assessment is just a bad look. It comes off as petty, and paints you as someone who canβt build themselves up without tearing others down.
If it were me Iβd re-focus the evaluation to highlight my strengths and maybe one area where you can improve/would like more guidance.
Just leave. In no way will you now get a raise. And you werenβt getting one before.
You’re already at war and on your way out. Might as well scorch the earth.