Top Performance
Best Answer: You don't want to say "I don't surf the net any more than John!" Not only does that sound childish, but it also formally calls attention to John's surfing habits - and he's not going to be happy about that.
Instead of just writing your disagreement on your review you ought to speak to the manager who wrote the evaluation. Discuss why (s)he thinks that you do not respond to emails in a timely fashion. Perhaps you get an email with a work request and immediately set out to do the task, but don't acknowledge that you've received the email and let the sender know when to expect results? Only the supervisor can tell you what fault he is finding with your communication, but speaking to him will show that you are taking steps to remedy the problem.
According to your post the performance review says that you do not ask for work when you have nothing to do, your defense is that you offer to help when you think that you'd be helpful. This isn't the same thing, it may just be the wording that you've used, but be aware of that.
In the employee comments section you should probably write something along the lines of "I feel that I have been a loyal and dedicated employee. I have helped to increase widget out-put by 95%[insert a particularly nice accomplishment from the last year.] I am surprised to see these negative comments. One of my goals for the next year is to turn these issues around so the boss and I see eye-to-eye on my duties and performance." And then set up quarterly meetings to see how you are living up to expectations.
You may find it beneficial to involve someone from HR or your boss's supervisor if you feel that you are being harassed or singled out. I would be cautious about that though - the boss won't like you going over his head. Your comments should raise a red flag to anyone who reviews your evaluation, and that may be enough for you.
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Best Answer: You don't want to say "I don't surf the net any more than John!" Not only does that sound childish, but it also formally calls attention to John's surfing habits - and he's not going to be happy about that.
Instead of just writing your disagreement on your review you ought to speak to the manager who wrote the evaluation. Discuss why (s)he thinks that you do not respond to emails in a timely fashion. Perhaps you get an email with a work request and immediately set out to do the task, but don't acknowledge that you've received the email and let the sender know when to expect results? Only the supervisor can tell you what fault he is finding with your communication, but speaking to him will show that you are taking steps to remedy the problem.
According to your post the performance review says that you do not ask for work when you have nothing to do, your defense is that you offer to help when you think that you'd be helpful. This isn't the same thing, it may just be the wording that you've used, but be aware of that.
In the employee comments section you should probably write something along the lines of "I feel that I have been a loyal and dedicated employee. I have helped to increase widget out-put by 95%[insert a particularly nice accomplishment from the last year.] I am surprised to see these negative comments. One of my goals for the next year is to turn these issues around so the boss and I see eye-to-eye on my duties and performance." And then set up quarterly meetings to see how you are living up to expectations.
You may find it beneficial to involve someone from HR or your boss's supervisor if you feel that you are being harassed or singled out. I would be cautious about that though - the boss won't like you going over his head. Your comments should raise a red flag to anyone who reviews your evaluation, and that may be enough for you.
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