Invalid performance review

[Colonel]

Last week I had a 'one to one" meeting with my manager.

It was called one to one, but it was 2 managers and me, the lowly employee.

It was a discussion of my performance. So suppose it was really a performance review.

I was told how I was underachieving in my sales targets.

The manager came pre- prepared with two A4 pages of comments and complaints.

[This is the same manager that I have a grievance against, running]

Never before in all my years have I had such a rough performance review. Normally lasts 10 mins and I set targets TOGETHER WITH the manager.

At the end of the 'one to one' she made me sign the document she had prepared.

I failed to read it. I just signed it.
I know I should have read it.

I asked her for a copy of what I signed. She said NO. She said it was HER NOTES.

I said SO HOW AM I MEANT TO REMEMBER EVERYTHING YOU TOLD ME AND IMPROVE.

She mumbled something about the notes would be in my file.

I think the 'file' is in her office.

I'm expecting to have another one to one next week.

Can I say to her: "Last weeks one to one comments are null and void because you didn't give me a copy. So there was no way I was meant to remember all the content. Need to start over."

[Retromau5]

Email this person and request a copy of the document. You really need to start gathering as much hard evidence as possible, just incase your situation gets worse. A sudden change in performance reviews is expected after raising a grievance against your that they quashed in my opinion (and it really is just that, opinion) as I've seen it before. Ask for a copy of the performance review via email, and cc HR in on it. Explain that you weren't aware of any dip in productivity and you're looking to work on your performance to be able to bring it back to the level it was you have worked at for many years prior. Point out this document would benefit you by allowing you to keep a record of your progress and understand what they are looking for. Make it look as proactive as possible, you need to show that you're on board with this, remember, they're the ones that have to look like they're being unreasonable.

[ULA]

My view on this is that to be conducting a fair performance review and if you were deemed to be underperforming then this should be documented as also should the improvements expected, timescales around this and how the improvements will be measured. This is sometimes known as a performance improvement plan (PIP). This is a also a document that should be updated at every review meeting and is available to the employee to be able to monitor their own progress.