Dealing with a bullying boss can be challenging, especially when preparing for an appraisal. However, it’s essential to approach the situation calmly and professionally. What is an appraisal and why is it so important?
The Context for Appraisals:
Workplace appraisals, or performance reviews or evaluations, are a structured and formal process by employers to assess and review employee performance, progress, and contributions within an organisation. There are several vital reasons workplaces conduct appraisals:
Performance Assessment: Appraisals systematically and comprehensively evaluate an employee’s performance and achievements over a specific period. It helps supervisors and managers gauge how well employees fulfil their job responsibilities and meet expectations.
Feedback and Communication: Appraisals offer a platform for constructive feedback and open communication between employees and their supervisors. It allows both parties to discuss strengths, areas for improvement, and career development opportunities.
Goal Setting and Alignment: During appraisals, employees and managers can collaboratively set new performance goals or adjust existing ones. This process aligns individual objectives with the organisation’s broader goals, promoting better focus and motivation.
Employee Development: By identifying strengths and weaknesses, appraisals help pinpoint areas where employees may need further training or support. This promotes professional development and enhances job satisfaction.
Recognition and Reward: Positive performance appraisals can lead to acknowledgement and recognition of an employee’s hard work and accomplishments. It may also pave the way for rewards, bonuses, or promotions, boosting employee morale and motivation.
Performance Improvement: For employees who are not meeting expectations, appraisals can highlight areas for improvement and provide an opportunity for corrective action or additional training.
Identifying High Performers: Appraisals help identify high-performing employees who consistently go above and beyond their roles. These employees may be considered for leadership positions or other opportunities within the organisation.
Documentation and Record-Keeping: Appraisals create a formal record of an employee’s performance, which can be helpful for future reference, such as when considering promotions or making employment decisions.
Legal and Compliance Reasons: In some industries or jurisdictions, performance appraisals may be required for legal or compliance purposes to ensure fair and consistent evaluations.
Workplace appraisals are valuable for promoting employee growth, aligning individual and organisational goals, and fostering a positive work culture. When conducted effectively, they contribute to improved performance, increased employee engagement, and more robust team dynamics within the organisation. An appraisal is a two-way conversation where you, as the employee, also discuss your future development, dreams and career aspirations. You should take an active part in your appraisal and decide beforehand what you would like to achieve from the process.
Dealing with an appraisal from a bullying boss
To prepare for your upcoming appraisal, dealing with a bullying boss can be an emotionally challenging experience. However, there are some steps you can follow to ensure you are prepared for the appraisal and are armed with all the information you need to protect yourself and your professional reputation.
Documenting incidents of such behaviour is a crucial step to protect yourself and ensure your concerns are taken seriously. Here’s why documenting incidents is essential and how it can significantly benefit you during the appraisal process:
Validating Your Experience: Keeping a record of bullying or inappropriate behaviour validates your feelings and experiences. When you put these incidents down in writing, you acknowledge their impact on your well-being and work environment.
Establishing Credibility: Your boss’s behaviour might be questioned or challenged during the appraisal. Having a well-documented account adds credibility to your claims. It shows that you are serious about your concerns and have taken the time to gather evidence.
Maintaining Accuracy: Memories can fade or become distorted. By documenting each incident promptly, you ensure accuracy in the details, making your case more reliable and compelling. Be honest when recording the incident. You must avoid a biased account of events. Be 100% truthful by recording your actions as well as your bosses.
Demonstrating Patterns: When you have a record of multiple incidents, it becomes easier to identify patterns of behaviour. This pattern can reinforce the seriousness of the issue and show that it is not an isolated occurrence.
Preparing for discussion: Your documentation will be valuable during the appraisal discussion. It allows you to recall specific incidents and express your concerns coherently and confidently.
Aiding in resolution: The appraisal process might be an opportunity to address the issue and seek a resolution. Providing a coherent account of the incidents and their impact will help your employer understand the gravity of the situation and take action.
Protecting Your Rights: sometimes, documentation can be evidence in formal proceedings if you need to involve HR, a mediator, or even pursue legal action to protect your rights.
When documenting incidents, include the following details:
Dates and Times: Record the date and time of each incident to create a chronological order of events.
Incident Descriptions: Be as detailed as possible when describing each incident. Include specific actions, words, or behaviour displayed by your boss.
Witnesses: Note the names and contact information of any witnesses present during the incidents. Their testimonies can strengthen your case.
Emotional Impact: Describe how each incident affected you emotionally, mentally, or physically. Explain how it affected your productivity, motivation, and overall well-being.
Supporting Evidence: If you have any relevant emails, messages, or documents related to the incidents, make copies and reference them in your documentation.
Documenting incidents is a proactive step toward resolving workplace issues and fostering a healthier work environment. Use your documentation during the appraisal as a tool to express your concerns, seek understanding, and advocate for positive change. Your well-documented account will show your professionalism and determination to address the issue constructively.
Supporting Third Parties:
If you need to involve HR, a mediator, or seek legal help, having a well-documented account of incidents gives them the information to investigate and address the situation more effectively.
If the bullying or inappropriate behaviour affects your work performance or well-being, your documented incidents can provide context during performance appraisals or evaluations. It helps your employer understand how the behaviour has affected your professional life.
Remember to keep your documentation secure and confidential. If possible, share it only with trustworthy individuals who can provide support or guidance as you navigate the process of addressing the problem. Documenting incidents empowers you to take control of your situation and seek a resolution that ensures a healthier and more respectful work environment.
In Conclusion, when you Prepare for an appraisal
Dealing with a bullying boss during an appraisal can be challenging, but remaining calm and professional is essential. Documenting any events or incidents of bullying behaviour is crucial to protect yourself and ensure legitimacy during the appraisal process. Details you should include in your documentation contain dates, times, incident descriptions, witnesses, emotional impact, and supporting evidence. Some benefits of documenting incidents are validating your experience, establishing credibility, maintaining accuracy, demonstrating patterns, and preparing for discussion.
Employers may consider taking appropriate action by providing a coherent account of incidents and their impact. Documentation can also serve as evidence for legal action if necessary. Appraisals provide a platform for performance assessment, feedback and communication, setting and aligning your professional career and personal development goals. An appraisal is also there to reward your performance and any improvement throughout the year. The process is designed to identify dedication and commitment to the job and company. If your bullying harms you mentally, emotionally, and professionally, it may be time to look for a new position.
You may also be interested in the following article:
Have you heard of the term CPD? Do you know what it means, and, more importantly, do you know what it involves?
CPD stands for Continued Personal/Professional Development. In short, it means that you continue to study after you finish school, college or graduate from university. There are a number of professions that, once you achieve a pass mark in the basic qualifications, will be the start of a lifetime of study, for example, a solicitor, a doctor or a planner. What about your profession? Do you need to embark on CPD?
If your profession does not demand Continued Professional Development, have you made the decision to discontinue studying? To have a successful career, we advocate a continued approach to education/studies. Continued Professional Development is there to help you excel in your chosen field. CPD will also keep you abreast of the latest trends, legal changes and current business relationships, which ultimately could give you an advantage over your colleagues.
Education never stops
Making a personal decision to continue your education/studies and improve your knowledge in your chosen field may become a prerequisite for your employment. An example of this is the IT Industry. Information Technology is changing all the time and good developers, support staff and programmers need to keep abreast of current technology, languages and innovations. If you decided to terminate your studies, this could have a detrimental effect on your career.
Once you have made the decision to continue with your education, what should you do? There are a number of organisations that can facilitate your education. The only decision you need to make will be, which route suits your personal circumstances:
Online training courses
Studies in a classroom setting – often given by trade bodies
Correspondence courses
Seminars and Open days
Trade Federations
Professional Magazines in a chosen field
What is CPD for your occupation?
You could be in an occupation where CPD is not required. Nevertheless, this does not mean that further study is not for you. It could be advantageous for you to engage in a study course with a local college or night class in one of the hobbies you enjoy for example, cooking or sewing. Furthermore, you could learn a new skill, for example, car maintenance.
Further, more studying has a number of wonderful side effects. You could meet new people, gain skills and, more importantly, keep your brain active. Indeed, the Alzheimer’s community have suggested that keeping your brain active could help prevent many mind degenerative disease.
All studying requires is your dedication to the course, you will be receptive to new concepts, your time and the drive to become successful.
What does a PA Do? and indeed, what is a PA. A PA is Personal Assistant to the manager, department or CEO. They provide administrative support and take care of their boss so that they can
What does a PA do?
Perform their jobs with ease and confidence. A Personal Assistant could also be called an Executive Assistant or even a Virtual PA or Virtual EA. Â In this article, I will use the term PA to cover all of above.
Being a Personal Assistant (PA) is like being a fine artist. You have to have the ability to see an end product using the raw materials you have available to you. Anticipate the likes and needs of those you are looking after, without them knowing or understanding what they like or dislike. A PA has to be meticulous about their time management, planning and organisational skills and then make these tasks look smooth and effortless. Any PA unable to master these three skills will inevitably find the role as a Personal Assistant difficult. A PA should have their finger on the proverbial button of any activity their boss is undertaking at any time. Not only that, a PA has to anticipate what the boss requires today tomorrow and next month.
So What does a PA do to make sure they are on the ball?
A PAs mantra or go to question should always be “What is the next question” their boss is going to ask. Ensure they can answer that question and then the next question their boss will ask. The standard Who, What, Where, When, Why and How questions should be applied to any and all tasks a PA undertakes. Once a PA has mastered this tool they will start to see and show improvements in their PA ability and demonstrate how capable and competent they are in their role.
All PAs need to demonstrate consistency in their workload and be as enthusiastic on Monday morning at 9 am as they are on Friday at 5 pm. They need to be effective and efficient in all the tasks that they undertake and become proactive instead of reactive. It is recommended that a PA schedules at least 60% of their working day. This will leave 40% of their day to be reactive. We, therefore, advise each PA to plan tasks in advance. Taking note of business deadlines and the expectation is essential. A PA will also have to remember their boss has deadlines that could rely on work they have to do.
PAs Personal Recommendations
We would also recommend that every PA take a few minutes at the end of the day to note at least five successes they have had that day. It is true to say that everyone will have a bad day at work at some point. Noting down any success they have will help any PA remember how good they are. How well they perform their job and organising their boss.
In conclusion, What does a PA Do?
When the role of a PA is performed correctly, it is a work of art. The position is seamless, timeless and a thing of beauty. Their boss will never know the amount of work, effort and organisational skills the PA will put into their role. All of this, to ensure that the boss has a perfect working environment so they can perform at their peak.
The PA is indeed the unsung hero of any organisation. It is time for all PAs to stand up and be proud of the jobs that they do. The tasks they undertake and show what a strong, determined woman can do. For more information about becoming a PA or attending a training course click here.
The PA Tips on this post are those that are highly recommended to become an effective PA. It is also vitally important that a PA keeps on track of all new technology, new ways of working and are open to any PA Tips they can glean from colleagues and even their boss.
Have you ever wondered what your net worth is, as a human being? What your experience from birth to right now, this very moment has made you worth? It is one of those questions we can often think about, but as women never answer or avoid at all costs. There are some women will go directly to their current hourly rate, in employment. There are some who will say instantly say I am worthless and those who will tell you they are worth a million pounds. The truth could be in-between all of the above.
With that in mind, let’s do a little task. This task could take you a few minutes, hours or days (especially if you decide to do the task truthfully). Arrange to get some time on your own, without any distractions, interruptions and in a quiet place that will allow you to think freely.
Now, grab a pen and paper and write down all your qualifications, even those swimming qualifications and gymnastic badges you had as a child. Include any exams you gained from school, college and or university. Don’t forget those extracurricular activities like piano or guitar qualifications. Just write them down and do not re-read them. Once you have finished, turn the piece of paper over.  Then, on a separate piece of paper add all the experiences you have had over the last few years. Include your jobs, your home and family responsibilities. These will include your personal responsibilities. Those responsibilities that you do every day without even thinking about it. For example, do you have a pet that you look after or have older parents or younger siblings that depend on you? All of these experiences create value to you as a person. Once you have finished, I would like you to put these two lists away for 24 hours. Don’t read them, don’t look at them, just put them away.
24 Hours Later
Now, I would like you to take your lists and read them.
Read out aloud all the qualifications you have.
Read the list of all your experiences.
Did you find anything on these lists as a surprise?
Do you have more qualifications than you expected, do you have more experience than you realised?
Money is the key or is it?
Just for fun, on your qualifications list and experience list, how much do you think it would cost to get those qualifications and that experience if you were starting from scratch. State education cost per child circa £48,000. A degree can cost up £37,000 (without accommodation and living expenses). That is £85,000 we have had spent on us already, and we have not even started on our experience!
Now ask yourself the question, ‘If you had to pay someone else, with all those skills, what would their hourly rate be?’  It could be argued that this be your net worth.
Personal Reflection on Your Net Worth
I undertook this task a few years ago, and I was surprised and a little intimidated by the person who had acquired all my skills and experiences. We take ourselves for granted so often, that sometimes we just need to stop, take a look at ourselves and congratulate us for what we have done and what we will be doing in the future.
Your net worth is not the amount you get paid. It is the amount of money you would have to pay someone to do what you do, daily.
Depending on your company internal calendar of events and procedures the appraisal process isn’t that far away. Most appraisals start in March/April in preparation for the new financial year. For a PA,
EA and Secretary this is the time when the task of organising appraisals or preparing for appraisals starts. It is, however, worth noting that the business year begins April (often referred to as the New Financial Year), so the business year has another three months to run, (the last quarter). It is, therefore, time to start thinking about what you want to achieve in the final quarter of the financial year and what you want to achieve in the coming year.
Welcome to our online magazine from Julie and the team. If you have been on one of Julie’s training courses, you know she is passionate about PA, EAs and Secretaries being the best they can be. She also has very strong opinions about what a PA, EA and Secretary should and shouldn’t do. If you have a question, or would like to add an article, please get in touch. We would love to hear from you.
