I received a first time performance review that stunned me.

25 Comments

1. Gretchen OstermanJune 11,2023 at 12:37PM UTC

   Rebuttals are helpful and document the concerns. It might also give you the time to update your resume.

2. AnonymousJune 11,2023 at 12:58PM UTC

   I’m sorry you were blindsided on your performance review and for the other non-ideal circumstances you’re experiencing. This Sparked (Jonathan Fields) podcast episode, How To Find the Courage to Speak Up at Work, addresses your question and offers helpful advice: https://podcasts.apple.com/us/podcast/sparked/id1610198312?i=1000614959186

   Hope this is helpful. You’ve got this!

3. Afo Ogbeyalu KaluJune 11,2023 at 1:01PM UTC

   https://inkforall.com/hey-ink-tool/write-performance-review/performance-review-rebuttal-letter-sample/#:~:text=applying%20these%20tips.-,Performance%20Review%20Rebuttal%20Letter%20Sample,extreme%20circumstance%20beyond%20my%20control.

4. AnonymousJune 11,2023 at 1:03PM UTC

   The important thing to document in your comments, if you want to stay, is your surprise at receiving this feedback for the first time in your annual review and what you need to meet expectations now that they have been clearly laid out for you. If you are planning to move on, just sign it and be done.

5. AnonymousJune 12,2023 at 2:08PM UTC

   A request for a meeting to discuss specific areas would be better received than crafting something for official files. Supervisors don't like "defensiveness" even if the OP is justified in defending herself.

6. E CJune 11,2023 at 2:09PM UTC

   Use specific examples with as much detail and documentation as possible. For example, instead of, "My manager doesn't support me," try "In December 2022, I sent the attached emails asking for help with A, B, and C. The replies I got was...."

   I was terminated in a situation that sounds similar, very limited feedback and no support from my manager. I was able to specifically cite an incident where I asked to attend a free training on an area where she said I needed to improve. She refused without a reason. That was what won my unemployment claim and got my manager in trouble with her leaders, as it should have. I think I would be keeping my eyes open for other opportunities, if I were you, too. Wishing you the best.

7. AnonymousJune 11,2023 at 2:27PM UTC

   write your rebuttal professional and lay out a game plan for improvement, more touch bases, where you are missing the mark and then monthly meetings to directly review the negative remarks on your review. Sadly, this is a slow writing on the wall, I'd look for a position elsewhere within the company and/or start looking. You may also find an unofficial mentor in your company that you respect and value their opinion for feedback and mentor you.

8. AnonymousJune 12,2023 at 2:07PM UTC

   Yes, this is a feature not a bug. A supervisor whose opinion is based on slim evidence probably just doesn't care enough to respond positively to a rebuttal.

9. KathyJune 11,2023 at 2:42PM UTC

   This happened to me. My manager was in a different city to where I worked. I was given a negative review. I asked why since I had met all delivery dates for the products I had responsibility to deliver. He could provide no reasoning as to what I had done incorrectly to merit a negative review.

   Many companies routinely give negative reviews especially the first review in encourage people to 'work harder'. Another strategy used is to use a round robin method where someone in every group receives a negative review. People 'take' turns receiving negative reviews.

   I would write a rebuttal but I doubt it will change anything. Negative reviews are often a planned strategy used by companies to control raises given to employees.

   Your decision is to determine if you want to stay in the job for another review period. You can starting looking for a new position. At the same time ask your manager for guidance in your job keeping copies of all your correspondence and documentation on your home computer system.

   If a new job comes along that meets your requirements, you now know what kinds of questions to ask during the interview concerning performance reviews, guidance and training.

   Good luck!

10. AnonymousJune 12,2023 at 4:48AM UTC

    This is one of the many reasons why I simply roll my eyes when companies complain that no one wants to work anymore.

11. AnonymousJune 12,2023 at 2:05PM UTC

    In my last job, my first review was "good for a first review," according to the supervisor who I later realized was giving her pets good reviews, and those pets were getting good reviews while I was being suppressed. It was very frustrating, and I believe it was personal. I tried to fight it after a change in our rules meant I wasn't getting raises. The result was lower review scores and eventually termination.

    The boss's opinion is the boss's opinion, and they can be covert narcissists who can't tolerate being questioned. In a first year, you won't know what you're dealing with, so it's best to lay low and play along.

    Some people become supervisors by being good lackeys or individual contributors and really don't have the training or personality for supervision. You can't fire your supervisor. You can only do your best and then leave if it doesn't work out.

12. AnonymousJune 11,2023 at 4:25PM UTC

    Be honest in your rebuttal and if you have a tracker for the work that you have done include that. Also include any training that you have done on your own and any areas where you needed this to get the job done but the manager was not available or offered no help. Take it from a positive side approach and not a blaming one because you would still need to report to them and you don't want to bash them and get less support for your work going forward. No one should ever go into a review and be blindsided. Ask for feedback each 1-1 and track and document what you hear.

13. Nibor EroomJune 11,2023 at 9:34PM UTC

    I have always believed in two principles when giving a review:

    1. The individual should never be surprised. If they have an opportunity to improve, they better have been talked to and a plan out in place long before a review.
    2. All employees need to leave a review feeling good about themselves and hopefully about their opportunities to improve.

    If a supervisor doesn’t adhere to a similar philosophy, they don’t belong in leadership.

14. AnonymousJune 12,2023 at 2:41AM UTC

    I actually told this to my manager. I told her that just as when I used to teach I would tell students they shouldn't be surprised by their grades because they know what kind of work they did all semester, an employee should not be surprised by an evaluation. I asked her why was this the first time I was hearing about some of the issues she raised. She became sharp, snippy and nasty. I wrote a rebuttal that included exhibits A-I. I now realize she set me up for a layoff. Those with partially meets expectations or does not meet expectations are the first to go.

15. Nibor EroomJune 12,2023 at 1:48PM UTC

    Unfortunately, too many workplaces are like this. We need to continue to attempt to hold them accountable for their unfair behaviors. We need to vote for political representatives who are not beholden to a master. The fight continues!

16. AnonymousJune 12,2023 at 3:00PM UTC

    Same thing happened to me. My first partially meet expectations review in over 20 years was given and 2 weeks later I was laid off. Being a manager myself I knew that we were required to give some lower than deserved ratings to meet the mandated curve but it was still a bit of a surprise.

17. AnonymousJune 12,2023 at 12:42PM UTC

    I was similarly surprised in a review some years back. I was told that my supervisor didn't know enough about what I was working on and that I should have been keeping him better informed. What he conveniently ignored was that I would arrange status meetings with him that he was constantly cancelling or, if they happened, were being constantly interrupted by other things, so our discussion time was almost non-existent. He also never affirmatively reached out to me to ask for info. So I ended up doing what I thought was best on my projects, and trying to get highlights to him as we passed in the hallways. I was never previously told that there were any problems so I assumed I had found a solution. When I raised this at the review, he refused to listen to my feedback. And the hard part was that he was well-liked, so it was difficult to find someone to see it from my side.

    It took me a while to stand up for myself, but I was finally able to get myself transferred into a different department, where communication with my new supervisor has been excellent - in both directions - and my reviews have been as well. My situation was very person-specific, but see if there are opportunities for you to move internally - sometimes management (and personality) styles just don't mesh. It doesn't mean anyone is a bad person or bad boss/employee, just that they are not compatible. Sometimes navigating a work relationship is similar to navigating a romantic one - some are a good fit, others not.

18. AnonymousJune 12,2023 at 2:01PM UTC

    A rebuttal is probably not a good idea. I tried it and wound up being fired.

19. Natasha LorensJune 12,2023 at 9:05PM UTC

    Being on the defensive side is a tough place. So sorry! But you can turn this into a proactive offense by being clear on the outcomes for your job. It's your manager's job to make your performance outcomes clear, not just the tasks if that makes sense.

    As for training, in my experience, a manager rarely has time for training or even the experience to train you. If you have built a network on the job, continue to leverage. It's likely your team can help you fill in the gaps so that you are able to deliver what your manager expects.

    I do agree with the other commenters that if this came as a surprise to you, this is not a sign of a good manager. Should you decide to move on, be sure to start the new job with an understanding of both your tasks as well as the expected outcomes for performance.

20. AnonymousJune 12,2023 at 9:54PM UTC

    First time, now you understand a bit more of expectations. Take as a learning experience and not defensive with a rebuttal. Allow this time to set level expectations for both you and your leader. Being argumentative will get you no where. Pointing the fingers isn't going to help. Address the rating in a positive professional manner.

21. BellaJune 13,2023 at 1:09PM UTC

    Just a clarification. This was not my "first time ever" performance review. It was the first one I received in this new position. It was the worst review I've received in my 40+ year career. I did address the negative ratings by stating qualifying factors that led to my manager having this "impression." And although I didn't write this, she relied on hearsay over actually witnessing my work performance since we never see each other.

22. AnonymousJune 13,2023 at 2:46PM UTC

    I think they wouldn't see that due to how you presented it as someone may be new to a professional workplace/position. Good luck on addressing your concerns.

23. MislynJune 13,2023 at 3:36AM UTC

    I was trained by someone that had no idea how to do her job after about 10 years and during my first review I was told I should be more willing to learn new job assignments. Ok so yeah teach me and I will learn. I think they expect you to just read their mind. I took the review personal and I caused me to have a minor decline in my work praformance . I knew how to run the company better then the owner.s. They have to realize they are the ones who train you so your performance depends on how good they teach you. Therefore your review should reflect bad on them not you.

24. Marissa CoyneJune 13,2023 at 1:54PM UTC

    I have weekly 1:1's with all my direct reports so we are always on the same page.

    I once heard a speaker discuss the supervisor / employee relationship as a marriage and give the example - "Can you imagine sitting down with your spouse only once per year and airing all your praise and grievances at one time? Everything, both good and bad would come as a surprise to the other person."

    Same with the way some companies handle performance reviews. Everything builds up all year and comes out in one meeting. Bad idea. Open and honest discussions, positive or negative should happen on a regular basis. No good can come from a surprise.

    If you are writing a rebuttal, make sure you remove all emotion and just list facts. Being an emotional reactor in this situation can do you no good. I also suggest having someone in your personal life read your rebuttal and give you constructive feedback. You also must be willing to listen to that constructive feedback. If a discussion follows with your manager, make sure the conversation is a two-way street with both speaking and active listening. Come up with a plan together that fosters your professional development. That's the only way I can see your future there being a successful one.

25. AnonymousJune 13,2023 at 6:22PM UTC

    I'm sorry that happened to you.

    Perhaps instead of putting your time in a rebuttal, use the time to update your resume and start looking for a better job and a manager who will appreciate your skills.