UAE employees who believe their performance assessment was handled unfairly can take specific steps to raise concerns, request a review, and formally challenge the evaluation through the proper workplace procedures.
UAE: Received an unfair performance review? Here’s how you can contest it.
During yearly performance reviews, it is not uncommon for some employees to feel that their evaluations do not accurately reflect their contributions or efforts. Perceptions of unfairness can arise for various reasons, including misunderstandings about goals, differing expectations, or perceived biases in the assessment process. In such situations, it is crucial for employees to take measured and professional actions to address their concerns while protecting their rights and maintaining a constructive approach.
Joy S Distor, a senior human resources executive, emphasized that employees should not rush into signing a performance appraisal if they believe it contains inaccuracies. Instead, she advises scheduling a discussion with the immediate supervisor or the relevant department head to review the evaluation in detail. “If an employee feels that the appraisal does not fairly represent their work or achievements, they should formally request a meeting to go over the points raised,” Distor explained. “During this discussion, employees should calmly present evidence of their accomplishments and clarify any misunderstandings, and avoid signing the document until they are satisfied that their concerns have been addressed.”
Taking such steps ensures transparency and allows both the employee and the management to reach a clearer understanding of performance expectations. By documenting concerns and engaging in a professional dialogue, workers not only protect their own interests but also contribute to a fairer and more accountable appraisal system. Approaching the process in this manner helps reduce tension, fosters trust, and can lead to mutually agreeable solutions that support career growth while maintaining workplace harmony.
Joy S Distor highlighted that employees who feel their performance appraisal does not accurately reflect their contributions have the right to present supporting materials to strengthen their case. This can include a wide range of documentation demonstrating their accomplishments, commitment, and results throughout the review period. Examples may include letters of appreciation from colleagues or clients, detailed project reports, performance metrics, or any official records that verify tasks completed or goals achieved. Such evidence helps provide a clear and objective picture of the employee’s work, making it easier for management to reconsider or clarify the evaluation.
Distor emphasized that when challenging a performance review, the responsibility to provide proof rests primarily with the employee. It is important for workers to compile relevant documents systematically and present them in a professional and organized manner during discussions with their supervisors or HR representatives. Doing so not only reinforces the credibility of their claims but also facilitates a more constructive and transparent dialogue. Employees who prepare and present evidence thoughtfully increase their chances of having concerns addressed fairly, while also demonstrating a proactive and professional approach to managing their career development. In essence, careful documentation and evidence-based discussions form the foundation for effectively contesting any appraisal discrepancies.
Distor added that employees have the option to raise their concerns through a company’s grievance or appeals committee, which typically includes representatives from Human Resources. She noted that workers can formally submit their complaints to this body to ensure proper review. Additionally, employees are entitled to request an unbiased evaluation from another department or individual within the organisation, especially in cases where their responsibilities involve coordination with multiple teams or collaboration with external parties. This process helps ensure that the review is fair and considers all aspects of the employee’s contributions.
Experts emphasize that employees need to approach performance appraisal discussions in a professional and structured manner. One important step is to communicate formally with supervisors or HR representatives. This often involves sending a well-written email outlining specific questions or requesting clarification about aspects of the evaluation that seem unclear or inconsistent. Copying the Human Resources department on such correspondence helps maintain transparency and ensures that the discussion is properly documented within the organisation.
In addition to professional communication, keeping a detailed record of achievements is crucial. Joy S Distor highlighted that accomplishments beyond the core responsibilities outlined in an employee’s job description can still be considered, provided they have a direct and measurable impact on the projects, teams, or overall business outcomes. Other contributions or additional activities that are less directly tied to performance goals can be recorded separately, allowing employees to receive recognition without conflating these with the formal evaluation criteria.
Distor further explained that when there is a disagreement between an employee and their manager regarding performance ratings, documentation plays a central role in resolving the issue. It is important that all supporting evidence aligns with the evaluation scores, ensuring there is no contradiction between qualitative feedback and the numerical or graded assessment. For instance, an employee should not receive glowing comments or an “excellent” rating if the record shows warnings or violations during the review period. Clear, objective documentation allows for fair, evidence-based discussions, helping both parties reach an informed and balanced resolution while maintaining professionalism.
Nicki Wilson, Executive Director at Genie Recruitment, highlighted that employee performance evaluations are conducted with a comprehensive perspective, taking multiple factors into account rather than focusing on a single metric. In sectors such as recruitment, financial results and revenue generation are often considered important indicators of success, but they are far from being the only measures. Wilson explained that companies today look at performance in a more rounded way, recognizing the many elements that contribute to an employee’s overall impact within an organisation.
She pointed out that aspects such as engagement and attitude play a significant role in assessing performance. An employee’s willingness to collaborate, maintain a positive approach in challenging situations, and actively participate in team activities is often seen as equally important as achieving sales targets. Professional growth and continuous development are also crucial components, as organisations value individuals who invest in enhancing their skills, staying updated with industry trends, and applying new knowledge to their work.
Wilson further stressed that contributing to the company’s culture and fostering strong relationships with both existing clients and potential prospects are key markers of success. Employees who maintain and strengthen client relationships, while proactively identifying and pursuing new business opportunities, demonstrate a holistic approach that benefits the organisation in multiple ways. By considering these qualitative and quantitative factors together, companies can gain a fuller understanding of an employee’s overall performance, ensuring that evaluations are fair, balanced, and reflective of both tangible achievements and broader contributions.
Wilson highlighted that employees who demonstrate strong teamwork can significantly enhance the performance and productivity of those around them. She noted that performance assessments extend beyond numerical targets, aiming to capture an individual’s overall contribution and influence within the organisation.
The criteria used in evaluations encompass a variety of factors, including revenue generation, financial growth, adherence to hybrid work protocols, quality of output, adaptability to changing circumstances, and consistency in performance. According to Wilson, senior leadership collaborates closely with line managers to evaluate each employee’s strengths, identify areas for improvement, and track overall progress. This process is supported by informal feedback, ongoing notes, and observations recorded throughout the year, ensuring a comprehensive understanding of performance.
Wilson also stressed the transparency of the appraisal system. Employees are notified of upcoming evaluations at least one month in advance, allowing them sufficient time to reflect on their achievements and self-assess their contributions. To facilitate this reflection, guiding questions are provided, encouraging employees to think critically about their accomplishments, challenges, and impact on team and organisational goals. This approach helps ensure that the review process is fair, thoughtful, and balanced, allowing employees to engage meaningfully and prepare for constructive discussions with their managers.
Wilson highlighted that motivating employees involves a combination of personal goal-setting, clear incentives, and structured performance reviews. She explained that the company encourages staff to set individual goals in a flexible and collaborative manner, ensuring that targets are both meaningful and achievable. These objectives are supported by an annual bonus scheme, which provides employees with a transparent understanding of what they can strive for and the rewards linked to their accomplishments. This approach not only gives staff a sense of direction but also aligns their personal aspirations with broader organisational priorities.
Formal performance evaluations are conducted twice a year, in January and July, following a consistent framework and standardised set of questions. This structured process allows managers to monitor progress effectively, offering a fair and measurable way to assess development over time. By maintaining a uniform review system, the company ensures that all employees are evaluated equitably and that any feedback provided is constructive and actionable.
In addition to these regular assessments, the organisation holds a company-wide goal-setting workshop every January. This session is designed to help employees define intangible objectives, such as improving collaboration, fostering innovation, or enhancing client relationships, which may not be easily captured by quantitative metrics. By focusing on both tangible and intangible goals, the workshop aims to keep employees motivated throughout the year, providing them with clear milestones and a sense of purpose. Wilson stressed that this combination of structured reviews, incentives, and collaborative goal-setting creates an environment where employees are engaged, empowered, and continuously encouraged to perform at their best.
