Most workplaces require managers to file annual performance reviews for their employees. Yet, some managers never seem to get around to doing it. One particular employee has not had a performance review since 2002, yet he is asked every year to submit his self-appraisal.

Steve McElfresh, president of HR Futures says that there are two main goals of a performance review: to document achievements and goals and to learn how to improve. The worker who does the self-assessment part each year, but doesn’t get his review from his manager is missing out on the learning piece of the performance review.

There are other ways to get feedback. McElfresh suggests finding a mentor or a peer who can comment on performance. In the meantime, continue to do the self-assessment to document the value of achievements in the past year. If the review is not processed by the manager, human resources can keep it on file for future reference.

McElfresh also points out that if all the workers in the office are ignored at review time, it is clearly the fault of the manager, but if there is only one employee not receiving a review, there might be something else going on. The employee who has not had a review since 2002 should ask why he hasn’t received as much feedback as he would like. This would let his manager know that he is open to receiving feedback and has the desire to improve his performance.