I just had my annual performance review and my manager brought up an ongoing issue with the way I handle customer complaints. How can an issue be ongoing if this is the first I'm hearing about it? I don't understand my manager waiting months to bring up an issue just so she can wedge it into my review.

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That’s really frustration that your leader doesn’t handle things in real time. I would look into possibly setting up more regular times to talk. Say you want to work on growing as an employee and be direct about stuff you can work on. That will turn the situation around. Your leader won’t be able to blindside you at review time and you’ll have all kinds of positive improvements that will make you look like a rockstar!

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If the manager is using the review as THE way to handle ALL disciplinary/corrective issues, that’s not what it’s for, and she should probably be re-trained in that area.
I’m curious to know if any other employees received the same sort of “sneak attack?” If so, it’s probably procedural, and can be easily addressed. If it was just you, that suggests (but doesn’t prove) targeting. In that case, start documenting everything—QUIETLY.

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I had the same issue last month. He mentioned that the “only issue” he can find with me relates to how well I may or may not hold my composure during confrontation. Says that the ease at which I become flustered has a negative effect on team morale, yet has been holding that complaint in for 8 months. If the problem has been spreading across the team for so long, why wait until my raise is considered. 16 cents. Six. Teen. I feel like if moral was the real concern it would’ve been addressed and coached from the beginning.

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Give her a performance review and tell her everything she's doing wrong

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