By Anne Chan, PhD, MFT
A performance review is not an objective appraisal—the process of being evaluated can be subjective and biased. Despite the flaws in the yearly evaluation process, getting a bad review can feel like a slap in the face. It is normal to feel like a failure and wonder what you did wrong. But there is a lot that an employee can do when confronted with a poor performance review. Last column, I wrote about the importance of taking a step back before responding to your boss. It is also critical to seek input from those who know your work performance well.
After you have received input, take stock of your situation. Generally, people who receive a poor review will have one of three beliefs. Which of these most accurately reflects your boss?
A. My boss is evil or hates me and is out to get me.
B. My boss is incompetent/clueless and made mistakes in reviewing my performance.
C. My boss is right and I need to do course correction.
Take an honest look at yourself and your situation. If you answered “A” and you truly believe that your boss is evil and is out to get you, ask yourself if you want to stay in this situation. Your best option might be to look for another job in a less toxic environment. You could go to HR, an employment attorney or EDD to file a complaint. Unfortunately, change doesn’t usually occur quickly enough to benefit the complainant. Another option is to write a rebuttal giving concrete examples of how you have measured up. You can ask for your rebuttal to be included in your record. Your rebuttal might not prevent you from being let go, but it will feel good to have your say in the matter.
If you answered B or C and you believe that your boss is partially right or has made a mistake, you should first read through your evaluation carefully. The first order of business is for you to understand your boss’s viewpoint, rather than to defend yourself. Be honest with yourself as you note points that you agree or disagree with. Also note the parts where you need clarification. If concrete suggestions were given, note how you can act on them, when you plan to do so, and how you will measure your performance. If there is a point of disagreement, provide data and specifics to back up your claim. Also note any points that are vague or confusing.
Your next step would be to schedule a formal meeting with your boss to address these points. Start by expressing your commitment to the job and your willingness to work on the feedback. It is important to have an open and receptive attitude at the start of this conversation so that you and your boss can work respectfully toward a win-win agreement. Begin the conversation with the parts that you agree with and intend to work on. Showing that you have taken your boss’s viewpoint into serious consideration will help defuse tension and create a more collaborative and respectful tone. You can then move to the parts that you disagree with or are unclear about. Avoid asking questions that begin with the word “Why”: This might make you sound whiny as opposed to professional. Instead, use thoughtful questions to understand your boss’s perceptions, such as “Can you give me two examples of instances when I did or did not do ABC?”
When handled professionally by both parties, performance appraisals, even those that are painful, can actually be a useful tool for career development. Hence, one piece of advice that I give my clients is to ask for more frequent reviews so they can get timely feedback over the course of the year. Taking charge of your career and the review process in this manner will help ensure that you get a strong yearly performance appraisal and are not blindsided.
Getting a good performance review is, of course, critical to feeling empowered and appreciated at work. However, it is worth remembering that you are infinitely more than your job. Here in Silicon Valley, we tend to identify so tightly with our work roles that we start believing our job titles are all that we are. Nothing is further from the truth—you are far more than the job title on your resume. Your boss might not be happy about your work performance, but her critique does not mean that you are a worthless person.
Anne Chan is a career consultant and licensed psychotherapist in California. She specializes in helping people find happiness in their careers and lives. You can reach her at an*********@gm***.com . © Anne Chan, 2024
