My work review was bad, should I talk to my manager?

Getting a good review is more then just being there and working extra shifts. You should show that you have initiative and you're willing to get what ever has to be done finished and on time. How ever some managers are just tough on their workers, they may see giving low marks as a way for you to improve on production or what ever else you should work on. It shouldn't have any thing to do with you being a night workers. This is based on what your manager sees you doing while they're around.

If you feel the need to bring it up with your manager and ask why you were given such low ratings, and what you need to do to improve on them. 

Yes, you should bring it up with your manager. You need to know the WHY in your mind. And if you need to improve your skills/work.

Yes, you absolutely SHOULD review your performance with your supervisor. Especially if you think the scores were really low and should not have been. Go over each problem individually--and try to work out WHY this happened. You may have been creating issues or the day manager may be--but you won't know until you go over the entire thing with your actual supervisor and find out. 

Don't cast blame on anyone--just go over the review with your supervisor and let him know that you want to be able to improve if there are problems. 

Yes, make an appointment to speak to your manager.  With scores that low, they may be setting you up to be fired.

One advice I give to new employees is that you should never assume that your boss knows your skills and accomplishments.  I suggest that everyone keep a "brag sheet", which is just a document, paper or electronic, where you list the things that you've done over the past year, with an emphasis on anything special you did, plus any new skills you learned. 

Things like:  As a night shift employee, worked with or no direct supervision.  Exceeded normal work expectations by unloading 10 crates each evening rather than only 8.  Repeatedly volunteered to take on extra shifts when the team was short-staffed.  At the request of the company, changed my vacation plans in order to provide coverage during a peak season.  Volunteered for and successfully completed fork lift training, which should make me more valuable to the company.  Referred several individuals to the company, two of whom were hired and became successful employees.  On my own time, completed several self-study courses in accounting which should help me to better process invoices.

When you know that your annual appraisal report is due, you offer that document to the person who will be writing yours as your input to the report.  Unless your boss really has it in for you, he/she will likely incorporate parts of it into your report, which should improve your scores.

bring it up with

YOUR manager

Bring it up with your manager. Since there is such a disparity between the way you view your work and the way the reviewer looked at it, you need to find out why. Part of the review process should be giving you suggestions for improvement. Since those reviews stay in your permanent file, you want to get this corrected if there has been an error.

Why would you not talk to your manager?  In most companies, reviews are presented by the manager and discussed with the employee in a meeting.  I can't see any reality where someone cares about their job, career, and self respect where they wouldn't go have this discussion.  On top of that, if they stick by it without very specific reasons and a plan to be reviewed again in a couple months, then you should be looking for a new job. 

Arguing with your employer's assessment of your performance is not going to get you 4s and 5s. 

You're better off to have an in-person meeting about what specifically they would like you to do to improve your performance if it's not clear from the written review you were given.  

I find it kind of odd that your review didn't include any information about this or provide any opportunity for discussion.   Isn't the whole point of a review for employer and employee to assess employee's performance and identify things being done well and things that need to improve?   Just handing you a piece of paper with numbers on it seems rather ineffective and even a bit passive-aggressive. 

Of course you should bring it up with your manager - without reasons for the marks and ways to improve the rating is USELESS. Be ready to give examples of why each rating should be higher. 

You should have brought it up when you sat down and went through your review.  You should have asked for examples and reasons for the scores.  Were you not able to do a self-evaluation as well?

Yes, you should discuss it.  How else can you improve???