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Ask my manager what my performance review ranking is on the team?
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I am working in a team of around 30 people. I got a performance review this year and got mostly "meet" and occasional "above expectation".
However, I feel all my team members are strong and almost all members can reach this level. Is it a smart idea to ask my manager what level/rank in the team I got for this performance review?
I feel by this way, I can get a real perception of me in the team from my manager (at least he will tell me a level).
manager performance-reviews
edited 8 mins ago
DarkCygnus
29k1354125
asked 4 hours ago
Derry Gao
421
add a comment |Â
up vote
1
down vote
favorite
I am working in a team of around 30 people. I got a performance review this year and got mostly "meet" and occasional "above expectation".
However, I feel all my team members are strong and almost all members can reach this level. Is it a smart idea to ask my manager what level/rank in the team I got for this performance review?
I feel by this way, I can get a real perception of me in the team from my manager (at least he will tell me a level).
manager performance-reviews
edited 8 mins ago
DarkCygnus
29k1354125
asked 4 hours ago
Derry Gao
421
Did you really mean percentage in your title? For most jobs performance is hard to really quantify (except maybe physical production jobs and sales), so percentages would only give you a false sense of precision.
– Mark Rotteveel
4 hours ago
1
@MarkRotteveel I suspect the OP wants to know ranking - e.g., "you're #17 of 30". I could be wrong.
– Dan Pichelman
4 hours ago
2
@DanPichelman You may be right, but in that case it might be better if the OP edited it to reflect that. I still think such a ranking would not have much information value though.
– Mark Rotteveel
4 hours ago
1
If I were a manager I'd feel very uncomfortable about "ranking" the people I managed in this way. I'd feel even more uncomfortable if someone asked me where they came in such a ranking. I really don't see the benefits to anyone in such a scenario, better to just ask what you're doing well and where you could improve and focus on that in my opinion.
– delinear
4 hours ago
Generally managers prefer if you focused on your own progress instead of the progress of others. At most, I would ask what percentage of your team received this review or what level of your role you are performing at e.g. entry level, senior, staff etc. I would say away from asking for stack ranking (e.g. #17 of 30), because it's 1) very hard to do and 2) can create a lot of drama in the team which a lot of benefit.
– jcmack
2 hours ago
add a comment |Â
up vote
1
down vote
favorite
up vote
1
down vote
favorite
I am working in a team of around 30 people. I got a performance review this year and got mostly "meet" and occasional "above expectation".
However, I feel all my team members are strong and almost all members can reach this level. Is it a smart idea to ask my manager what level/rank in the team I got for this performance review?
I feel by this way, I can get a real perception of me in the team from my manager (at least he will tell me a level).
manager performance-reviews
edited 8 mins ago
DarkCygnus
29k1354125
asked 4 hours ago
Derry Gao
421
I am working in a team of around 30 people. I got a performance review this year and got mostly "meet" and occasional "above expectation".
However, I feel all my team members are strong and almost all members can reach this level. Is it a smart idea to ask my manager what level/rank in the team I got for this performance review?
I feel by this way, I can get a real perception of me in the team from my manager (at least he will tell me a level).
manager performance-reviews
manager performance-reviews
edited 8 mins ago
DarkCygnus
29k1354125
asked 4 hours ago
Derry Gao
421
edited 8 mins ago
DarkCygnus
29k1354125
asked 4 hours ago
Derry Gao
421
edited 8 mins ago
DarkCygnus
29k1354125
edited 8 mins ago
DarkCygnus
29k1354125
edited 8 mins ago
DarkCygnus
29k1354125
29k1354125
asked 4 hours ago
Derry Gao
421
asked 4 hours ago
Derry Gao
421
asked 4 hours ago
Derry Gao
421
421
Did you really mean percentage in your title? For most jobs performance is hard to really quantify (except maybe physical production jobs and sales), so percentages would only give you a false sense of precision.
– Mark Rotteveel
4 hours ago
1
@MarkRotteveel I suspect the OP wants to know ranking - e.g., "you're #17 of 30". I could be wrong.
– Dan Pichelman
4 hours ago
2
@DanPichelman You may be right, but in that case it might be better if the OP edited it to reflect that. I still think such a ranking would not have much information value though.
– Mark Rotteveel
4 hours ago
1
If I were a manager I'd feel very uncomfortable about "ranking" the people I managed in this way. I'd feel even more uncomfortable if someone asked me where they came in such a ranking. I really don't see the benefits to anyone in such a scenario, better to just ask what you're doing well and where you could improve and focus on that in my opinion.
– delinear
4 hours ago
Generally managers prefer if you focused on your own progress instead of the progress of others. At most, I would ask what percentage of your team received this review or what level of your role you are performing at e.g. entry level, senior, staff etc. I would say away from asking for stack ranking (e.g. #17 of 30), because it's 1) very hard to do and 2) can create a lot of drama in the team which a lot of benefit.
– jcmack
2 hours ago
add a comment |Â
Did you really mean percentage in your title? For most jobs performance is hard to really quantify (except maybe physical production jobs and sales), so percentages would only give you a false sense of precision.
– Mark Rotteveel
4 hours ago
1
@MarkRotteveel I suspect the OP wants to know ranking - e.g., "you're #17 of 30". I could be wrong.
– Dan Pichelman
4 hours ago
2
@DanPichelman You may be right, but in that case it might be better if the OP edited it to reflect that. I still think such a ranking would not have much information value though.
– Mark Rotteveel
4 hours ago
1
If I were a manager I'd feel very uncomfortable about "ranking" the people I managed in this way. I'd feel even more uncomfortable if someone asked me where they came in such a ranking. I really don't see the benefits to anyone in such a scenario, better to just ask what you're doing well and where you could improve and focus on that in my opinion.
– delinear
4 hours ago
Generally managers prefer if you focused on your own progress instead of the progress of others. At most, I would ask what percentage of your team received this review or what level of your role you are performing at e.g. entry level, senior, staff etc. I would say away from asking for stack ranking (e.g. #17 of 30), because it's 1) very hard to do and 2) can create a lot of drama in the team which a lot of benefit.
– jcmack
2 hours ago
Did you really mean percentage in your title? For most jobs performance is hard to really quantify (except maybe physical production jobs and sales), so percentages would only give you a false sense of precision.
– Mark Rotteveel
4 hours ago
Did you really mean percentage in your title? For most jobs performance is hard to really quantify (except maybe physical production jobs and sales), so percentages would only give you a false sense of precision.
– Mark Rotteveel
4 hours ago
1
1
@MarkRotteveel I suspect the OP wants to know ranking - e.g., "you're #17 of 30". I could be wrong.
– Dan Pichelman
4 hours ago
@MarkRotteveel I suspect the OP wants to know ranking - e.g., "you're #17 of 30". I could be wrong.
– Dan Pichelman
4 hours ago
2
2
@DanPichelman You may be right, but in that case it might be better if the OP edited it to reflect that. I still think such a ranking would not have much information value though.
– Mark Rotteveel
4 hours ago
@DanPichelman You may be right, but in that case it might be better if the OP edited it to reflect that. I still think such a ranking would not have much information value though.
– Mark Rotteveel
4 hours ago
1
1
If I were a manager I'd feel very uncomfortable about "ranking" the people I managed in this way. I'd feel even more uncomfortable if someone asked me where they came in such a ranking. I really don't see the benefits to anyone in such a scenario, better to just ask what you're doing well and where you could improve and focus on that in my opinion.
– delinear
4 hours ago
If I were a manager I'd feel very uncomfortable about "ranking" the people I managed in this way. I'd feel even more uncomfortable if someone asked me where they came in such a ranking. I really don't see the benefits to anyone in such a scenario, better to just ask what you're doing well and where you could improve and focus on that in my opinion.
– delinear
4 hours ago
Generally managers prefer if you focused on your own progress instead of the progress of others. At most, I would ask what percentage of your team received this review or what level of your role you are performing at e.g. entry level, senior, staff etc. I would say away from asking for stack ranking (e.g. #17 of 30), because it's 1) very hard to do and 2) can create a lot of drama in the team which a lot of benefit.
– jcmack
2 hours ago
Generally managers prefer if you focused on your own progress instead of the progress of others. At most, I would ask what percentage of your team received this review or what level of your role you are performing at e.g. entry level, senior, staff etc. I would say away from asking for stack ranking (e.g. #17 of 30), because it's 1) very hard to do and 2) can create a lot of drama in the team which a lot of benefit.
– jcmack
2 hours ago
add a comment |Â
1 Answer
1
active
oldest
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up vote
1
down vote
But I feel all my team members are strong and almost all members can reach this level. Is it a smart idea to ask my manager what level in the team I got for this performance review.
I don't see how this can harm you, as long as you do it politely and professionally. It's worth noticing that this is something you feel not something that necessarily actually is, so chances are that you could be well above average.
Still, I suggest that if you want to know your ranking on the team try phrasing it something like:
"Hello boss. I just received my review results and was analyzing them. I see I got X and Y scores, but I was wondering if it is possible to know how this compares to the scores of the team as a whole. This way I can know in what areas to focus my efforts to improve myself, so I can contribute the most I can to the team."
This is more polite and assertive way of asking than plain asking for the ranking or the scores of your teammates, as it shows that you are willing to learn and improve and not just wanting to know who you beat on the review.
Have in mind that there could be a chance this information is not available, case in which I suggest you don't insist on knowing, and try to focus on the areas you could improve based only on your scores.
answered 12 mins ago
DarkCygnus
29k1354125
add a comment |Â
1 Answer
1
active
oldest
votes
1 Answer
1
active
oldest
votes
active
oldest
votes
active
oldest
votes
up vote
1
down vote
But I feel all my team members are strong and almost all members can reach this level. Is it a smart idea to ask my manager what level in the team I got for this performance review.
I don't see how this can harm you, as long as you do it politely and professionally. It's worth noticing that this is something you feel not something that necessarily actually is, so chances are that you could be well above average.
Still, I suggest that if you want to know your ranking on the team try phrasing it something like:
"Hello boss. I just received my review results and was analyzing them. I see I got X and Y scores, but I was wondering if it is possible to know how this compares to the scores of the team as a whole. This way I can know in what areas to focus my efforts to improve myself, so I can contribute the most I can to the team."
This is more polite and assertive way of asking than plain asking for the ranking or the scores of your teammates, as it shows that you are willing to learn and improve and not just wanting to know who you beat on the review.
Have in mind that there could be a chance this information is not available, case in which I suggest you don't insist on knowing, and try to focus on the areas you could improve based only on your scores.
answered 12 mins ago
DarkCygnus
29k1354125
add a comment |Â
up vote
1
down vote
But I feel all my team members are strong and almost all members can reach this level. Is it a smart idea to ask my manager what level in the team I got for this performance review.
I don't see how this can harm you, as long as you do it politely and professionally. It's worth noticing that this is something you feel not something that necessarily actually is, so chances are that you could be well above average.
Still, I suggest that if you want to know your ranking on the team try phrasing it something like:
"Hello boss. I just received my review results and was analyzing them. I see I got X and Y scores, but I was wondering if it is possible to know how this compares to the scores of the team as a whole. This way I can know in what areas to focus my efforts to improve myself, so I can contribute the most I can to the team."
This is more polite and assertive way of asking than plain asking for the ranking or the scores of your teammates, as it shows that you are willing to learn and improve and not just wanting to know who you beat on the review.
Have in mind that there could be a chance this information is not available, case in which I suggest you don't insist on knowing, and try to focus on the areas you could improve based only on your scores.
answered 12 mins ago
DarkCygnus
29k1354125
add a comment |Â
up vote
1
down vote
up vote
1
down vote
But I feel all my team members are strong and almost all members can reach this level. Is it a smart idea to ask my manager what level in the team I got for this performance review.
I don't see how this can harm you, as long as you do it politely and professionally. It's worth noticing that this is something you feel not something that necessarily actually is, so chances are that you could be well above average.
Still, I suggest that if you want to know your ranking on the team try phrasing it something like:
"Hello boss. I just received my review results and was analyzing them. I see I got X and Y scores, but I was wondering if it is possible to know how this compares to the scores of the team as a whole. This way I can know in what areas to focus my efforts to improve myself, so I can contribute the most I can to the team."
This is more polite and assertive way of asking than plain asking for the ranking or the scores of your teammates, as it shows that you are willing to learn and improve and not just wanting to know who you beat on the review.
Have in mind that there could be a chance this information is not available, case in which I suggest you don't insist on knowing, and try to focus on the areas you could improve based only on your scores.
answered 12 mins ago
DarkCygnus
29k1354125
But I feel all my team members are strong and almost all members can reach this level. Is it a smart idea to ask my manager what level in the team I got for this performance review.
I don't see how this can harm you, as long as you do it politely and professionally. It's worth noticing that this is something you feel not something that necessarily actually is, so chances are that you could be well above average.
Still, I suggest that if you want to know your ranking on the team try phrasing it something like:
"Hello boss. I just received my review results and was analyzing them. I see I got X and Y scores, but I was wondering if it is possible to know how this compares to the scores of the team as a whole. This way I can know in what areas to focus my efforts to improve myself, so I can contribute the most I can to the team."
This is more polite and assertive way of asking than plain asking for the ranking or the scores of your teammates, as it shows that you are willing to learn and improve and not just wanting to know who you beat on the review.
Have in mind that there could be a chance this information is not available, case in which I suggest you don't insist on knowing, and try to focus on the areas you could improve based only on your scores.
answered 12 mins ago
DarkCygnus
29k1354125
edited 2 mins ago
answered 12 mins ago
DarkCygnus
29k1354125
answered 12 mins ago
DarkCygnus
29k1354125
answered 12 mins ago
DarkCygnus
29k1354125
29k1354125
add a comment |Â
add a comment |Â
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Did you really mean percentage in your title? For most jobs performance is hard to really quantify (except maybe physical production jobs and sales), so percentages would only give you a false sense of precision.
– Mark Rotteveel
4 hours ago
1
@MarkRotteveel I suspect the OP wants to know ranking - e.g., "you're #17 of 30". I could be wrong.
– Dan Pichelman
4 hours ago
2
@DanPichelman You may be right, but in that case it might be better if the OP edited it to reflect that. I still think such a ranking would not have much information value though.
– Mark Rotteveel
4 hours ago
1
If I were a manager I'd feel very uncomfortable about "ranking" the people I managed in this way. I'd feel even more uncomfortable if someone asked me where they came in such a ranking. I really don't see the benefits to anyone in such a scenario, better to just ask what you're doing well and where you could improve and focus on that in my opinion.
– delinear
4 hours ago
Generally managers prefer if you focused on your own progress instead of the progress of others. At most, I would ask what percentage of your team received this review or what level of your role you are performing at e.g. entry level, senior, staff etc. I would say away from asking for stack ranking (e.g. #17 of 30), because it's 1) very hard to do and 2) can create a lot of drama in the team which a lot of benefit.
– jcmack
2 hours ago