How to Get Through a Terrible Performance Evaluation

The results of my most recent evaluation of my work were disappointing. Is it worth it to challenge the rating? Kindly compose a letter for my records. Consult a lawyer? Or do I need to let it go?

A. The majority of experts agree that you should provide feedback of some type. But whether to respond and how to respond depends on the culture of your workplace, the underlying message, and your professional aspirations.

First, consider the company’s values when evaluating your report.

Anything less than unqualified acclaim can be taken as an insult in some societies. In some places, critical evaluations are the norm.

Your superior is obligated to provide at least one piece of useful feedback on a regular basis. After all, no one can actually walk on water. However, you should dig deeper if you feel like you’re under attack or receiving harsh criticism.

Taking criticism in stride can often get you more credit than fighting back. One unfavorable evaluation, however, can prompt immediate job-seeking in some societies.

There will be moments when your performance review has nothing to do with you. It’s possible that your manager secretly hopes you’ll leave the firm or get passed over for a promotion.

It’s possible that your manager is still getting acquainted with the company’s norms and traditions. It’s possible that she’ll have good intentions but poor follow-through.

Perhaps your manager has been trying to attract your attention with subtle indications and you haven’t been paying attention. Perhaps he means well and wants to see you succeed but lacks the interpersonal skills necessary to accomplish so.

Is there a certain metric at your organization where a failing grade spells certain doom? Does your manager insist, “It’s a great review!” even though you know it’s not?

Let’s say you’ve been receiving fantastic reviews, then suddenly you’re met with a barrage of negative feedback. Perhaps it was a bad year for you. There may be hidden motives that you need to be aware of.

Four: gather information without taking a defensive stance.

Inquire as to the reasoning behind your supervisor’s criticisms.

If your manager claims that you handed in a late project, make sure to ask for specific times and dates. Ask for examples if you’re being chastised for your social skills.

However, give the boss a chance to explain himself.

A mistake can be made by anyone. An exhausted manager can skip gathering her own statistics. Without getting into an argument, you can say, “My records show I supervised six projects, not four. Is it possible to go through this again?

Request a second meeting and coolly explain that you need some time to consider your options. Get your backup data together while you can. Think about talking to a professional who is not directly involved in the matter, such as a career counselor, consultant, professor of human resources, or even an attorney.

Don’t tell anyone else about your report or that you’re getting assistance. Ever.  

Always use evidence and logic to back up your arguments.

Collect your own performance evidence. Gather data, dates, and times of project completions, as well as letters of gratitude, to demonstrate your value to the firm.

A poor review can often be neutralized by simply including a response letter in the recipient’s own file. When you have a solid reputation, your employer will be more forgiving of the odd slip-up, barring the introduction of a new agenda.

If everyone is doing exceptionally well, your manager may be told to “grade on the curve” and give some people a “low” rating. And since he’s only human, he probably gives the highest marks to the people who are quietest. A well-thought-out and written rejoinder will demonstrate your determination.

In response to the question, “Should I look for a new job?” I always advise my clients to “keep yourself marketable” while employed by any company. Keep your connections active. Identify successful recruiters and network with them.

Unless you have a firm written offer in hand, it’s usually best not to let your current employer or coworkers in on your plans to switch careers. And accepting a counteroffer from your current employer is usually a bad decision. (More than half of workers who accept a counteroffer leave their jobs within six months.)

On the other hand, if your employer is telling you to “Go Away!” by way of a glowing reference, they may be only too delighted to oblige.