Updated September 2026: in 2019 I described a team split between my manager and a former manager, where my own manager never discussed my performance and I usually learned my rating second-hand. I have rewritten it into advice on getting performance feedback when your team's reporting lines are unclear.
Appraisal time came around again, and competition in my team was stiff. I hoped for the second-best rating after the top rating the year before. My team was split in two: one part led by my manager and the other by the manager who had led the whole team earlier. My manager rarely discussed performance, and I usually heard about my rating indirectly.
Why do split reporting lines cause problems?
Because it is unclear who assesses your work and who argues for you in calibration. Feedback can fall between the two managers, and each may assume the other has spoken to you. The result is that you learn your rating without understanding it.
How do you get direct feedback?
- Ask for a mid-year conversation with your manager, with a short agenda.
- Ask specific questions: "What should I do differently to reach the top rating?"
- Write it up afterwards and send a brief summary back.
Who should you ask when roles are unclear?
Your formal reporting manager first, as shown in the HR system. If the other manager directs much of your work, ask your manager whether they gather input from them, and offer to share your work summary with both.
What if your manager avoids the conversation?
Put the request in writing and suggest a time. If that fails, many companies let you ask HR or a skip-level manager for a feedback discussion. Learning your rating through colleagues should not be the only route.
How do you prepare for a competitive year?
Keep a record of your work, results and appreciation through the year, not just at appraisal time. In a competitive team, specifics make the difference between two strong performers.
What is a realistic expectation after a top rating?
Ratings are often relative, so repeating a top rating is not guaranteed even with strong work. A second-best rating after a top one is often still a good outcome.