How do you react to a bad performance review?

24 Comments

1. AnonymousMarch 20,2023 at 3:34PM UTC

   Ask for a written improvement plan and then work on that plan so this does not happen again.

2. Mare LevineMarch 20,2023 at 4:21PM UTC

   I am sorry to hear that. It can be shocking if you felt like you had done a good job and got along well with your manager.

   I will suggest a couple of things:

   1) I agree with the other poster to ask for a written PIP (Performance Improvement Plan). If something was said verbally, then there is no record of what was said, and an unprofessional manager could continuously change the issues/goals for you, every time you think you've met them. This way, they have you primed for failure. If it's in writing, everyone knows what the goals are, and a good manager will coach, train, mentor, etc. to see you do achieve them. I do disagree with the comment about 'so it does not happen again.' If this is a case of a bad boss, bad bosses can pick on people again and again for no legitimate reason

   2) If you have a review in writing, go through it again when you've had a little time to process the review. Is it really horrible? Or did only the negatives stick in your mind in an otherwise solid performance review?

   3) Look at the negative(s) on the review and be honest with yourself--could your manager have legitimately gotten that impression--even perhaps if it was mistaken? If that's the case, then in addition to whatever the PIP says, do some of your own homework to improve. Do you have a friend who is a whiz at Excel? Work with her to improve your skills if that's a weak area. You may even want to reach out to HR to see if they have suggestions (This is if you have confidence in your company's HR. If not, then do not pursue this).

   4) If the review is completely wrong and does not accurately reflect your performance, have you had problems with your manager before? If his behavior has been less than professional, then I hope you are keeping track of the dates/times and have spoken to HR. I know of managers who give bad reviews to a report in retaliation for getting recognized for a good idea (thus skipping over the manager), for harassment, and discriminatory reasons.

   5) If the review is completely unfair, consider updating your resume and start job hunting. Depending upon the laws in your state, you may be better off leaving under your own steam. If you did get fired, you will have to report it on future applications where they ask 'Have you ever been fired.'

   6) If you feel there is discrimination or harassment, or you just want to know what your legal rights are in your state, book an appointment with an employment law attorney to understand what your options are. For instance, in some states you cannot get unemployment if you voluntarily resign vs. getting fired. This is something you need to know so you can figure out next steps, and sometimes first consultations are free.

   I hope you find a way to use this speed bump in your career as a way to improve your future.

3. AnonymousMarch 21,2023 at 5:34PM UTC

   many work places see PIP as a way to walk you to the door... not sure asking for one is the way to go.

4. AnonymousMarch 20,2023 at 5:01PM UTC

   Oftentimes, when there is a perceived performance issue, the leader and HR have collaborated on the review together. I think it can be difficult and stressful to try to change someone’s already established view. This happened to me twice. The first was early in my career. The only reason I survived in that company was a new middle manager came in with fresh eyes and saw a was a good performer. The second was in a different company in where the leader wanted to coach me out because I wasn’t driving the desired double digit growth. Nothing I could do to change her perception. She was just a tough boss in a company that wasn’t performing well. I was a convenient scapegoat. So I left. Less than two years later, the boss was fired when new CEO came in and saw the same company performance issues. You will need to ask yourself if it’s worth the stress of staying or if you want to explore other opportunities. Know that this has happened to many people. Good luck!

5. AnonymousMarch 20,2023 at 5:05PM UTC

   How bad is bad? Was there a statement that if what was criticized in the review did not improve, it was grounds for termination of your employment? I'm asking because I once gave an employee a glowing review, and she was rated as one of my best employees. When I gave her the verbal review, there was a statement in the "areas of improvement" section (as managers, we were required to fill in at least one area of improvement for each employee). My suggestion for her was to find a way to be more gracious when disagreeing with a task she was asked to do, as some of the people she supported had complained about it. The refusals were all justified, and I told her it wasn't the refusal, just the way it was presented. For some reason, she fixated on this statement and insisted I was trying to fire her. She refused to sign the review form and filed a rebuttal with HR. They were as baffled as I was at her reaction because she was one of my best performers, and the review reflected that.

   I'm not saying that your reaction or review was the same way. I'm saying that you haven't given us enough information to respond adequately. Sometimes people fixate on one negative statement and cannot see all the positives. I want to make sure you aren't doing the same thing. If there was no "termination of employment" statement in the review, you need to go back and fixate on the positive comments because they are there. If there is such a statement, you need to focus on what it will take to turn things around and ask for a PIP, as the others have suggested.

6. Audrey KirschMarch 20,2023 at 5:35PM UTC

   It would depend on if the points the manager made were valid or not. Is it really a reflection of your poor performance or poor management? Or, are you upset by the way the information was presented to you. No one likes to hear negative feedback but you know when there is truth behind the review. If that's the case and you want to keep the job, pull out all the stops and do your best to improve. If the poor review was a bunch of crap that you know doesn't reflect what you know to be true, start looking for another job immediately. A negative review is often the first step in either moving you to a lower paying, lesser position or letting you go.

7. AnonymousMarch 20,2023 at 8:02PM UTC

   As other posters have stated in other threads here, there should be NO surprises during a performance review. Your manager should have been meeting with you regularly to provide input/coaching on expected performance. Have you perhaps missed or dismissed cues ? Do you know if the company may have other reasons to try to ramp up your performance (e.g., more focus on higher revenue, output, process improvements)? Were his verbal comments included in the written document? Have you had previous indications that your manager had any concerns about your performance?

8. MislynMarch 20,2023 at 8:50PM UTC

   You react by not reacting. I personally would stop over preforming and do the bare minimum. Once your treated like your no longer valuable or needed why go above and beyond. Your preformonce makes that business money without you they suffer. I say make them suffer and don’t cause waves.

9. AnonymousMarch 21,2023 at 1:07PM UTC

   I would stand up for yourself if you feel his evaluation of your performance is not an accurate reflection of your work. Get examples of when you met/exceeded expectations and documentation/email indicating you have been meeting or exceeding expectations. With the economic uncertainty, the reduction in force is usually done by reviewing past evaluations when selecting who to let go and anyone with a poor performance will get caught up in the RIF. Also, start getting your resume together and prepare for your job search. I am sorry you are going through this. A rejection is just a redirection to something greater for you !!!

10. Veronica NikkiMarch 21,2023 at 1:14PM UTC

    Sounds like this manager has it in for you. But a performance review is a dialogue and a negotiation, too. If there is nothing whatsoever that’s true - you should ask for examples of bad performance. You should refuse to sign it without changes that might soften how bad it is. Additionally HR is usually part of the performance review cycle. You should speak to them and ask for help if this is a personality conflict or other unfair reason and defend your performance with examples. Hard as it will be, don’t give up moving forward. Get examples of what the manager wants and document every time you meet these. Don’t quiet quit or quit until you have an offer letter. Hard to deal with since you must be angry but it’s a tough market out there right now.

11. AnonymousMarch 21,2023 at 2:17PM UTC

    I think it is the job of your manager to tell you if you need to improve prior to any review so you have time to work on any issues. This to me is bad management.

12. AnonymousMarch 21,2023 at 7:06PM UTC

    Exactly. A performance review should not be the first time the employee is hearing of poor performance

13. Jackie DemkoMarch 21,2023 at 8:14PM UTC

    I think it's equally on the manager as well as the employee. Now how no matter how much a manager will voice what needs to be done if it falls on deaf ears or emotional defensive ears it's not going to be heard. I think the key is to for the employee to be open and seek feedback as actively as the expectation is for management to give it

14. Tina WilsonMarch 22,2023 at 4:08AM UTC

    I do believe your manager is supposed to advice you with written feedback about the discussions point 2 weeks prior to the performance appraisals, so that way each employee can be prepared what to expect at their performance appraisals

15. Terrie McWhorterMarch 21,2023 at 2:43PM UTC

    Ok...first thing to do is take the emotion out of it. (HARD to do) Align everything that was said to you on a paper. Next to it, put your rebuttal. Often during a review our defenses can come up and then we can't reply properly. So take a day or two to get your thoughts in order. Then ask for a moment with the boss. Simply say, I would like to discuss things now that I have had a few days to think things through. Did your boss give you any improvement opportunities or directions of improvement? That is imperative!!! If it is somewhere that you want to stay, show them that you want to stay!!! Best of luck

16. AnonymousMarch 21,2023 at 7:35PM UTC

    A bad review is painful, especially if you have no warning that is coming. Similar to what others have said, take time to understand the concern(s) and prepare to meet with your manager to discuss as unemotionally as possible. I would also suggest that you ask for periodic reviews -- I've had some manager who like weekly, bi-weekly, or monthly one-on-one touchpoint meetings -- to make sure that your manager/supervisor is aware of all that you are doing and that you have the opportunity between evals to understand and address any concerns.

17. AnonymousMarch 21,2023 at 10:14PM UTC

    If you have regular 1-1's weekly or monthly and then you had a bad review something is wrong. You should never be blindsided by this type of thing if communication lines are open. If you don't then I would sit down absorb what you have heard. If he's is right then take it to heart sit down with him after you get through the emotional part of it and write up a plan to improve with some milestones that are achievable or that will help you get back on track. Be grateful to him that he was sharing what needs fixing and take it as corrective action for your own career. If its not productive then it might be time to look for something new.

18. AnonymousMarch 22,2023 at 12:38AM UTC

    Feedback is a gift. Try and take emotion out of it and realize the only way to continually grow is to get good and bad feedback. Most of the time it isn’t personal and most of the time they give it because they truly want you to grow.

19. AnonymousMarch 22,2023 at 10:38AM UTC

    First, don't react. Take it, respond and grow. Your growth mindset may need to be humbled. That's okay. Allow yourself to identify the measurable growth ahead. I would encourage to focus on growth with where you are at first. Don't react and work elsewhere, unless abuse/violence, etc, but buckle up, take it on the chin, and shine. It's hard to take negative feedback, I get it, but THAT takes more energy to focus on, we have all gotten bad reviews, it happens. NOW it's up to you as to how you will respond........... Good luck!

20. Tiana MumfordMarch 22,2023 at 2:11PM UTC

    Hello

    I get it being upset is human especially when it comes to affecting your lifestyle! I would ask tons of questions it’s ok if you disagree on what was said . Each company style is different. I hope it works out ! Tiana

21. AnonymousMarch 22,2023 at 2:31PM UTC

    Do you have regular check ins with feedback from your manager? I believe that leaders shouldn't wait until review time to provide feedback - positive or not.

22. AnonymousMarch 22,2023 at 3:50PM UTC

    Take the feedback under advisement.

    Document ways you will address the criticism. Keep a recorded of your successes.

    Schedule regular 1:1s and update your manager on what you accomplish each week and your priorities for the following week. Stay on top of your improvements. If 1:1s are canceled or can't be scheduled each week, then submit your status reports in writing via email so your efforts are very clear.

    If you don't want to change the style of your working accountability, then I would start to find a new job more in line with your work style and expectations .

23. Farah BajwaMarch 22,2023 at 5:38PM UTC

    I just went through the same thing and it lit the fire under my butt to invest time to start my own business. I knew the review wasn't going to be fun because a lot of the metrics were out of our control, totally dependent on supply chain. But this review turned out brutal and a couple of comments blinded sided me. One thing you can do is take the comments and compare them to your goals as well as your original job description (the one you agreed to at hiring). Pretend you are the manager assessing this employee. Be honest with yourself and see if there is truth to what your boss as said. If you still feel you're not being given credit for your performance, I'd make it known strategically. If your performance system allows you to leave follow up comments to the review, list your achievements there showing they challenge the poor feedback. Our current system doesn't allow that so I spoke to a couple of trusted coworkers who've been with the company longer to ensure I had accurate perspective on my situation and then I emailed my boss. I told her I take areas of improvement seriously and spelled out what I was doing or plan to do to improve and where I needed additional information from her to proceed because some of the feedback was too vague. I did this to cover my back and show that I'm trying to work with them. Its been 3 weeks and I haven't heard back. In my case I've thrown the ball back in my manager's court. I personally don't feel like escalating to getting HR involved. Whatever you decide to do, make sure you keep copies for yourself in case you need for reference later.

24. AnonymousMarch 23,2023 at 2:11AM UTC

    One piece of advice is to manage your manager. At no time should a comment be on your review that you have not discussed previously. Set that expectation from the beginning. Create weekly reports on your activities that speak to obstacles, g I also and outcomes. Revisit goals when they are not achievable. Think of your weekly report as a record of your most important communications.