Every corporate HR department has a policy on the ability of the employee to appeal their review. They are usually invoked when the manager and the employee have not met enough during the review period so the rating becomes obvious to the employee. If there are no performance discussions during the review period, the employee will (rightfully) assume that their performance is fine. Perhaps not stellar, but not in the “needs improvement” or “if not better in two minutes you’ll be fired” categories.
This, as an aside, is one of the downsides of calibration. Moving a person from “meets objectives” to “needs improvement” – and taking their raise and bonus away from them – because of calibration is just a horrible action to take by management. Especially because you’ve not had any performance discussions with the employee. As a manager, that happened to me once, but that’s a different story.
Here’s the deal with appealing your review: there is no upside for you as an employee to do it. Even though it feels unfair to you. Here are four reasons why:
The best way for you to avoid having to appeal your review is to ensure that management never has a reason to rate you low. Because the reality is this: if you have to appeal your performance review, you’ve already lost.