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Mark's performance should've been addressed and feedback given to him prior to the annual review. As the group mentioned, from a HR perspective, there may be training needs and gaps for the managers as they should be facilitated 1-1 discussions with teams on a regular basis to help avoid issues like under performance and missing deadlines.

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At a bare minimum Mark should be receiving acknowledgement for his ideas and contributions. While not all ideas may be great a total lack of acknowledgement can be disheartening. Further, without feedback he cannot improve.

Feedback should be clear about any positives or shortcomings in his work so that he can develop.

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HR needs to make clear to managers that there needs to be clearer communication. Let them know what needs to be improved and give them a chance to improve.

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More communication in between both of them. Mark should ask about his performance and credits often, HR should ask why he did/didn't contribute, why deadlines were missed.

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Implementing a system that encourages and facilitates feedback from both parties; many people won't reach out or ask extra questions if there is not clear method to do so.

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Ideally Mark would be able to speak to his manager, however, given the lack of communication and feedback issues from the manager I would speak to HR regarding the evaluation to help facilitate the conversation between the two.

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Raise this with HR and discuss how to have the conversation with the manager. Have a discussion with the manager as well to voice his opinions and thoughts not the scenario in order to to encourage feedback both ways

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Feedback should be regular and an open conversation between the manager and staff to help avoid situations in future where deadlines are missed and there is underperformance.

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People are hardly treat themselves fairly, so maybe when I got a "bad" feedback, I would think what have I done wrong first, then I will ask the managers did they actually made some unfair feedbacks.

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The employment relationship is imbalanced (manager often has more power) which often causes employees to not speak up despite inaccuracies and unfair evaluations.

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can consider employees giving managers feedback- mark has been given too much work so needs a space to communicate this. it's not just a one sided problem.

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A third party should be involved- HR person who is not biased and can see the situation and both sides objectively

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Along with regular feedback, another important aspect is delivering developmental feedback, aligning to both the employees and managers. With managers understanding an employees goals, career development vision etc. This should be done regularly as well.