Unfair Negative Performance Review in Leadership Role – Seeking Guidance

Hello! I work for a Fortune 500 and I recently received a negative performance review that I believe to be biased and unfounded, I am sure my manger (who joined few months back) has some evidence gathered from previous managers and others.. When I asked about next steps and whether this would lead to a Performance Improvement Plan (PIP), my manager stated that PIPs are not typically applied to leadership roles and that HR would follow up for further discussion. I have been in this company for 3 years.

I have strong evidence to counter the claims made in the review and believe the assessment to be both unfair and biased. It seems more like retaliation as I had few disagreements and she was not happy. I’m seeking some clarity on the following points:

• Would it be helpful to engage with HR and my skip-level manager. Considering they were involved in the calibration process - I don’t have much of hope.

• What actions should I expect next in this process?

• If my evidence is dismissed, would it be appropriate to escalate the issue to the Ethics and Compliance team?

For context, I work in India for a global organization (one of the FAANG) and have been with the company for four years in a leadership capacity.

Any insights or suggestions from those who’ve navigated similar situations would be greatly appreciated.