How to Overcome a Bad Performance Review at Work

Receiving poor feedback during a functioning review is never easy, regardless of whether you'd predictable it or non. Not only tin can information technology feel like a personal attack on you as a person, it can likewise be hard non to take information technology to heart, or permit it knock your confidence.

If you've been left feeling blindsided by a performance review, and then what you do next is central. And so, I've detailed some crucial steps to accept that could assist you to plough a poor operation review into a effective learning opportunity.

one. Don't react immediately

Even though this may become against every instinct that'southward inside yous right now, it'southward essential that you lot don't immediately become "on the defensive" and react negatively. Taking feedback onboard in a constructive and proactive style is part and parcel of achieving sustained career success. You therefore must practice everything y'all can to ensure you're perceived every bit somebody who takes feedback well, using it as an opportunity to acquire and develop. Be mindful of this and adjust your initial reactions accordingly.

Take a deep breath and allow some time to reflect on the specific feedback points. Interestingly, research suggests that past showtime taking a step back and allowing yourself to 'feel the pain of failure', y'all'll be in a stronger position to make constructive employ of the areas detailed in your poor performance review. Information technology seems that by assuasive yourself to really experience the emotion, in future, yous're more likely to do everything you can to avoid beingness in the same position again. As Dr. Selin Malkoc states, "…When faced with a failure, it is better to focus on one's emotions — when people concentrate on how bad they feel and how they don't desire to experience these feelings once again, they are more than probable to effort harder the side by side time."

two. Ask for clarification

Once y'all've had some time to reflect, yous may realise that yous don't fully understand one or even several specific points raised during your performance review. If and so, don't hesitate to ask your manager to clarify what he or she meant.

They should be able to provide you lot with concrete examples of when and where your performance has been unsatisfactory. Your manager should also exist able to explain to y'all what behaviour they would have liked to have seen from you. Although this could, once again, be hard to hear, it will nevertheless provide you lot with valuable clarity and context, post-obit the initial feedback from your functioning review, assuasive you lot to arroyo the adjacent crucial steps both objectively and positively.

iii. Draft cardinal objectives to assist you improve

Now that y'all have spent some time reflecting and sympathise the specific areas in which you need to improve, it'due south time to pencil in several clear objectives to help drive you forward, and proactively work on the areas y'all need to develop. Your manager may accept also already highlighted a set of objectives during your initial performance review which y'all'll need to work towards. If so, accept a skillful look at them and review how they tin be accomplished over the following working days, weeks and months. If not, take some time to draft these yourself, sharing them with your managing director in one case you lot're comfortable with them.

Information technology will help to break downwards each of these objectives into small milestones – milestones that will ultimately help you achieve the overall objective. Importantly, keep a weekly record of your progress. Not simply will this exist hugely motivating, it will also form great evidence to your director, demonstrating your unwavering delivery to your own professional person development.

4. Explore farther learning and guidance

Your manager may have recommended that you accept a certain class, join a professional organization or notice a suitable mentor to assist your evolution. They may also have offered you the opportunity to work on a stretch project to develop your skills in a particular area. If they haven't, there's no damage in being proactive here too, and asking for their back up in overcoming the weaknesses identified in your performance review. They may also be perfectly placed to provide you lot with the support you need themselves, or may fifty-fifty be able to innovate y'all to somebody else inside the organisation who can act as a mentor.

Working with a colleague in this chapters, whether you arroyo them yourself or whether information technology'southward facilitated by your manager, tin exist daunting – just bear in listen that the benefits of mentoring in the workplace can be substantial for your development. For more tips on finding and learning from a career mentor, either inside your own workplace or elsewhere, exist certain to read this web log by our U.k. Director, Karen Young.

Alternatively, if you notice a relevant course or learning opportunity that will benefit your evolution, signing upwards to information technology could work wonders for your self-confidence at this tricky time. Not only could it assistance you rediscover your passion for what you do, it can give you the boost y'all need to push your performance forward – which can just always be a good thing.

Proactively seeking to upskill proves your commitment to lifelong learning and demonstrates to your director how dedicated you lot are to addressing the points raised in your functioning review.

5. Book an interim review with your managing director

Thinking alee, book an interim review with your manager within 3 months of your initial functioning review, so that yous tin bear witness how you've taken their feedback on board and are taking your personal development seriously.

This is your opportunity to present your manager with a plan of activeness which evidences that you lot're headed in the right management. You can explain why y'all've made certain decisions, how they will aid you to grow equally a professional, and how this in turn will help your employer. Yous tin can share how you lot're progressing with your strategic objectives, and how you lot've made a commitment to ameliorate. This is besides a great opportunity to ask your managing director for their own assessment of how you're getting on, whether you're on track, and what they think y'all could do to ameliorate even more.

6. Prefer a growth mindset from hither on

Throughout your journey of turning a poor functioning review into a constructive experience, it's essential to understand that self-improvement requires persistence, patience and practice. To answer in the best possible fashion to a poor performance review, it's essential that yous do your very best to prefer a mindset of growth. Understand that even the virtually successful business people in the world will have felt blindsided by a poor performance review at some point in their by. The mode they bounced back from it, learning from their mistakes along the way, is what has made them and then successful today.

Employees who prefer a growth mindset demonstrate that they tin larn, abound and continuously add to their skillset by taking on feedback and using it to guide their personal development. They firmly believe that knowledge is learned, and that new skills are built with a dedicated application of trial, error, practice and effort. Subsequently, those with a growth mindset tend to persist when faced with the challenge of something like a poor performance review. They see negative feedback as an inevitable part of the learning process, and an opportunity to develop both personally and professionally.

After giving yourself a little fourth dimension to reflect on the initial sting of your operation review, by being proactive, remaining positive, and following the simple steps detailed in this web log, you're already well on your way to adopting a growth mindset.

A bad performance review doesn't have to be terminal

Ultimately, poor performance reviews tin can exist part and parcel of life in the world of work, but information technology's important to go along things in perspective. This is nothing just a stitch in fourth dimension, and past adopting the right approach y'all'll turn this negative moment into a positive menstruum for your longer term development. You'll learn, become a amend professional person in the long run, and instinctively know how to handle like issues should they ascend again.

Past using your time to react positively and proactively, planning effectively and overcoming challenges successfully, you'll reduce the chances of existence suddenly and unexpectedly blindsided by a poor operation review over again in the future.

Did you notice this advice useful? You may enjoy some of the related content beneath:

• How to main the art of receiving feedback
• How to be a skilful mentee
• Liberating your own talent
• Work friendships are neat, just could yours be inadvertently holding y'all dorsum from finding a new job?
• Are yous struggling to be more creative and innovative in your work
• Are you 'learning agile'?

Author

Jane McNeill joined Hays in 1987 as a graduate trainee in their London caput office later graduating with an MA (Hons) in Psychology from Edinburgh Academy. She began her career recruiting accountancy & finance professionals, before spending xi years recruiting senior permanent professionals for London's cyberbanking & finance sector. During this time she rapidly progressed through management roles and in 1992 she was appointed Director afterward leading the London city concern to a phenomenal post-recession recovery.

Jane transferred to Perth, Western Australia, in 2001. Over the adjacent decade she grew Hays' business organisation in that state from a team of 15 to nearly 250 staff. She also established and managed Hays' banking & financial services business.

She was appointed to the Hays Australia & New Zealand direction board in 2007. Now based in Sydney, Jane oversees Hays' operations in both NSW and WA. She is responsible for 400 staff located in two states that are separated by a five-hr flying and a 3-hour time difference. At the same time, she retains her swell interest and passion in banking & financial services recruitment by adding national responsibleness for Hays Banking and Hays Insurance to her remit.

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Source: https://social.hays.com/2020/02/05/poor-performance-review-what-next/

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