Job performance reviews can be stressful, especially when you feel that you are being criticized for your work methods and manner. Responding in a thoughtful, objective and proactive manner to a job performance review will make the experience a positive one for you and for the future of your job. If you take the attitude that you can learn from a performance review, you'll grow even better within your chosen field of work. Always keep in mind that the way that you respond to a performance review says a lot about your character and influences the next review.
Performance Appraisals
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Steps
1. Read your review carefully. Your manager will most likely hand you a copy of your review after they have gone over it with you. Some managers will give you a copy to read prior to the performance appraisal. The performance review will include information regarding areas that you are adept at as well as those that need improvement.
2. Try to read it objectively. It is easy to feel offended personally. Rather than being offended, realize that a performance review is meant to be a constructive exercise, not one aimed at undermining you personally.
3. Remember that everyone has areas that could be improved upon. Your attitude towards suggested improvements says a lot about what kind of an employee you are/could become. Listen thoughtfully, if the information you get is a complete surprise to you, which it shouldn't be, tell your manager that you would like some time to digest everything that has been said and request a time to meet again.
4. Accept what you already know deep down. It is more likely that your review will not be a complete surprise. You probably already know the areas you do well in and the areas that you need to improve upon.
5. Respond if required. There should be a section for you to respond regarding your thoughts and feelings about the review. Do so in a calm, collected manner. Show how valuable an employee you are by the way in which you respond. Remain calm, responsive and open to constructive suggestions. Willingly admit that you feel deficient in the areas pointed out and really appreciate the opportunity to fix these with the support of your work team.
6. Ask questions if you need more information. Think of yourself as exploring rather than picking apart the reasoning. You are seeking to find out how you can improve and ask positive questions. Accept that you are not going to change the reviewer's mind but you can show how readily you respond to a challenge.
7. Consider asking for training in any areas that you were rated in need of improvement. Don't speak to a higher-up about your review; contact the Human Resources Department and ask them for guidance and information about training. If your company is interested in grooming you for more responsibility take it as a compliment. Training is expensive and a sign that your company is invested in your growth with them.
8. Move on with an eye to the future. Nothing will change if you continue to fume and wallow over negative aspects of a performance review. Once you have accepted the review and have sought training etc., don't hang on to the negativity. If you want to discuss it, keep it neutral and ask questions such as "What can I do to improve my review next time?".
Tips
* Don't forget, while your job is reviewing you, this is also a great time to review your job! Is it everything you expected? Are you happy where you are working? Use this opportunity to your advantage.
* Be proactive and request positive feedback. If you feel that your boss or reviewer can only focus on the negatives, ask for some feedback on the things you are good at.
Warnings
* Don't lose your temper, stay calm. If a review seems really out of line go to your HR department. Performance appraisals are supposed to be specific, and comments should be on observable behaviors, not about personality or personal issues. (for example:" Jane was late 4 times in January of this year" is fine, but " Jane just recently had a baby and moved further away from the city which has caused her to be late to work several times this past January." is not. Another example is "Jane received 2 complaints from customers in April. Jane's Manager spoke to her and they agreed to follow up monthly." that's okay, but the following isn't: "2 customers complained about Jane in April. Jane seemed very unhappy and down in the dumps at the time."
* Don't discuss your review with your co-workers. Performance reviews are like salaries, keep them to yourself.
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