{ "media_type": "text", "post_content": "Helped a partner out for two months back in late 2016 and he still hasn't written a review for my work. I've followed up and he's twice mentioned he would do it but nada. What should I do?", "post_id": "58acf04dc1ebf50016bd7fcb", "reply_count": 15, "vote_count": 1, "bowl_id": "552d1d24dc1c586b09d2d051", "bowl_name": "Consulting", "feed_type": "crowd" }

Helped a partner out for two months back in late 2016 and he still hasn't written a review for my work. I've followed up and he's twice mentioned he would do it but nada. What should I do?

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Grab a pitchfork and go straight to his office to protest

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Write it for him and send it to him and tell him you really need it entered into the system. Be polite but be persistent. Think twice about helping him out again. You might also ask him if he wasn't happy. In our passive aggressive culture, this response is common.

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Like some of the people here suggested, pre draft it, and then book 15 mins as a catch up phone call. And during the call get him to do it at that moment.

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... Common for someone who is avoiding the hard discussion.

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Cc your counselor when you follow up

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And counseling family leader

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Be careful what you wish for. He may be doing you a favor.

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Fam I literally just said he was happy with my work. The partner is leading an initiative and references my work all the time. Thanks hippycanuck that's a great suggestion. Will do.

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Simply post his name here and let the fish 🐠 shame him into compliance

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CC your CF leader too. It's not uncommon for a good CF leader to chase down those who need to write reviews for their people. I've done it

Not sure if I want to escalate it to my CFL lol. He was happy with my work and has apologized twice for being late. Even replied to my email asking for my counselor's info.

Well in that case, I go back to my first suggestion. Be polite but persistent. Good luck. Hope you get it sorted out.

Write it for him and send.

This is an issue at EY. The firm talks about feedback and accountability but if they really valued this, they would tie it to bonus, like they do with independence

As long as the review gets in before year end round tables, you should be fine. Understand it's not the timely written feedback you're looking for, but given you already know he/she was generally happy, it's all the same at year end.

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