August 7, 2026 — 5:01am
My annual meeting about my pay and performance took place recently and my manager made it clear they thought I had not earned a pay increase. I disagreed strongly, but I understand that it’s a manager’s job to make these decisions. Instead of explaining this determination, my manager asked me if I agreed with it. I refused to say that I did. I also refused to “sell myself” or my performance.
The decision had clearly already been made. What would be the point of protesting or “advocating” for myself? And even if I could convince my manager, why is it my job to appraise my own work and present that appraisal as evidence in a review? Isn’t that part of every manager’s job?
I know where you’re coming from and sympathise with you. Introduced to the concept of performance reviews many years ago, I remember being completely perplexed when so much of the process seemed to encourage self-promotion. It seemed like a bizarre sales exercise where I was the “product”. I loathed it.
But my commiserations don’t really help you. So I asked Dr Connie Zheng, an associate professor in human resource management at the Adelaide University School of Management, for her expert opinion.
