I talked to my manager two days ago about one of my engagement reviews. After looking more through my review, I very much disagree on one of the assessments that in my opinion went unfairly against me. I’ve outlined/drafted an email with points showing why I disagree. Should I just send the email today (Xmas eve lol) to my manager even though KPMG went on break yesterday? Or wait until we go back the 4th? I want to get it out, but it’s also Xmas eve, but I also don’t want to wait much longer

likeupliftingfunny
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Well, all I can say is.....you’re a lot. Sorry to put it bluntly but you are blowing this way out of proportion. Here is why: 1.) It’s a single point, in one review, in one cycle. You already said there were eight other positives, take those as a win and move on. This is not as big of a deal as you think it is. 2.) You replied to KPMG 3 that this manager already gave you an explanation. So you got a review, already asked about the negative point, they already gave you an explanation and you are still fighting it? And sending them emails on Christmas Eve because of it? Seriously, you need to let this one go. 3.) KPMG 4 already told you let it go and you didn’t like that answer either. You can’t keep asking for advice and then complaining when people tell you do drop it. Also asking people’s titles and setting a minimum level people can reply to you is just kind of funny too. You’re on an open forum asking for advice, you should take what you can get. I believe everyone is saying “let it go.” Don’t be that person that goes from being a high performer to just completely obnoxious and impossible to deal with. Let it go.

likeupliftingsmarthelpful

Well if I was doing the reviews, I’d give you extra points just for using “pedagogical” in a sentence

likeuplifting

As someone who gave a poor assessment on one area with the rest being very good, trust me, you will make things worse if you don't drop it. The person I was assessing argued that it wasn't fair. I listened to why they disagreed, gave them more context and explained why I gave the assessment I did. They refused to drop it and continued to make arguments for two more days. In the end, their inability to take criticism, lack of maturity, and refusal to accept responsibility for an error was the main topic of conversation at the assessment meeting. I firmly believe you have the right to explain why you think an assessment is unfair and I will always listen, but if your argument doesn't sway me, that's the end of it. You can choose to die on this hill or you can accept the situation gracefully and like a professional. The latter will serve you much better in the long run.

likehelpfulfunny
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Food for thought - if you had spent half as much of the time you’ve wasted on the rebuttal thesis email on thinking through what you will do differently next time - you would have been much farther ahead. Your posting here make you sound obstinate and uncoachable/resistant to feedback. Prospectively this manager will give you less constructive feedback - and you will be left to figure it all out yourself (which is the slowest least efficient way to learn). You are shooting yourself in the foot here by demonstrating you are unable to see and consider the other persons POV.

likesmart

Yikes

Let it go OP. If you fight a review point of mine that I've discussed in detail it tells me you aren't self aware and is going to cause more of the talking behind your back. The real way to win this is to give a real effort to perform on your next assignments to show everyone that the review was bogus. Or even better, that you learned from it. People love comeback stories but no one likes uncoachable associates.

likehelpful

I would wait. If you send it now, it could be buried in their inbox. Or, they may end up spending the holidays dealing with it. I guarantee you will win no one over if you pull them out of holiday break to go back and forth on a rating.

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Then why are you so bent out of shape about it? Really overthink this and seem to have a response for everything. Feel like you are just looking for some confirmation that you’re in the right. I’ll tell you what I tell some people, if you want to have a “unit” measuring contest with this individual, then feel obliged. If you’re wanted others to blindly agree with you, then just stop.

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Manager here. You can disagree all you want but whether you send the email now or on 1/4 it's not going to change my opinion of how the job went. Your manager is probably working over break, but personally, I would wait. I'll be in a better mood and more receptive to discuss on Jan 4th than I will be getting it while I'm supposed to be "resting".

likehelpful

Not true, one bad review can definitely derail your raise or promotion. That's how these firms work

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If anyone replies can they just state their position? I’m much more interested in hearing a managers point of view since that’s who I’m dealing with

funnylike

Sometimes I agree with you defending yourself, but your responses in this thread are insufferable

like

Don’t send this now. Not only because it’s a holiday but it can be good to wait a bit before sending off potentially sensitive emails. I always let things like this marinate for a while. Give yourself the holidays as a cooling off period to put things in perspective. As kpmg3 suggested I would also wait to get a fuller explanation from the manager so as not to come off as defensive right off the bat. I’m a second year manager for what it’s worth.

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I’ve had it marinating in my drafts and also been thinking about it the last two days. I’ve also shown the email to my other team member and another manager and they think I was also unfairly treated, so it’s not like the email is extremely sensitive, it’s just if you saw my review and the items I noted it did, it all just doesn’t align up. The team members also said it wasn’t personal as the manager does seem to like me

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Sounds like your required maintenance > your talent. If I were you I would let this rest. The only thing you gain by doing this is a ding to your reputation, because people talk. Also sounds like your soft skills might need brushing up on.

like

Wow, just reading how you respond to others on this post... you need to slow down and get a grasp on reality. Trust me, your behavior and tone sets people off in a negative manner. My advice is to drop this.

likehelpful

Send it

likehelpfulfunny

I’m a Director at another Big 4. Is your disagreement regarding facts (e.g., they said you didn’t do X when you did) or opinion (e.g., you didn’t think through an issue sufficiently)? If the former, feel free to bring it up. If the latter, bring it up in a way to ask why they gave you the rating they did not in a way to advocate for a higher rating - a better chance of success. Either way, wait until after the break, I’m not going to call you over the shut down to have that conversation. Also, set up a call, don’t email. You send an email laying out your argument, it takes a different tone and I’m giving the partner at least a heads up about it.

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If you haven’t sent the email yet you should totally do it today (Christmas). What better way to make the day merry and bright. Jesus would have done the same.

funnylike

Wait till 1/4

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Manager

I would revisit it after the break and talk to the manager with a clear head and with evidence and facts. Persisting on it over the holidays will not do any good and may make things worse honestly (everyone needs a break)

like

You can send it now and follow up once we’re back from break if you haven’t heard back

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Manager

like

Wait why do you disagree ? I would ask them for an explanation before you send it off that way you can get their side of the story. Don’t wanna jump before you get the full picture.

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I mentioned this in another comment but 3 weeks as an S2 in late June and 2 as an S3 in July. But the review definitely falls in this years cycle. So I got 4 progressing towards level, one of them is industry which I don’t care about as it’s an industry I’ve never worked in. But still, I only got two progressing towards level combined my S2 year...and two of the progressing towards level were the same competencies that my PML assessed me as developing towards level!

I'm a director. I would say wait until after the holidays and then do a call with the review writer so you can discuss it properly and understand. Sometimes things get blown out of all proportion in emails. A call is better. If you still disagree, you can then follow up by email.

likehelpful

If you’re in the “I want it documented in writing” stage, you’ve moved past the reasonable conversation stage. If I’m the reviewer, with that attitude, zero chance I change my review and my feedback during annual promotion conversation is “cannot take feedback, does not respond well to coaching”

likehelpful

I would not send it, and I’d be annoyed if I got an email from my staffers during my time “off” rebutting a review... I much prefer to have these kind of discussions in person be it via zoom, or the phone.

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I’m a principle in my firm - partner effective 1/1/2021

I’m not a manager so you can disregard if you want but based on what you are saying in the comments: the manager likes you, one point was brought up, and they said it was a difficult project. My thing with hearing that is that you didn’t meet the managers expectations but they aren’t good at giving constructive feedback and didn’t want to bring up multiple points to bring you down before the holidays. I honestly think you’d be hurting more than helping my sending on Xmas eve.

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