What to Do if You Get an Unfair Performance Review
Needs improvement.
Does not run into expectations.
Unsatisfactory.
If yous've ever gotten a bummer of a review, you're familiar with the sinking feeling you become when you lot're relegated to the bottom twenty% of the functioning food chain.
Early in my career I got a review I didn't similar, from a manager who practically never gave me feedback—that is, until she unloaded information technology all in the review. I wrote my rebuttal, and then accidentally left information technology on the copier, where she constitute information technology.
Talk near embarrassing.
I'm not the only ane who'southward gotten what seems like an unfair review, though. It's non unusual to hear of frustrated employees who feel ambushed past bad reviews. In a 2013 poll of U.S. employees, 53% of respondents said their review was not a off-white, accurate representation of their functioning, and 65% said they were surprised past review feedback they got. On top of that, 69% of employees said they weren't given specific examples to support the feedback they received.
Bottom line: At some point in your career, you're probable to get a functioning review that you don't concord with. So, what now? Should you take your complaint to your human resources department to make certain your performance gets represented accurately?
Well, that depends on the situation, your relationship with your manger, and the role of HR in your organization. Wendy Matyjevich, an 60 minutes executive tweeting at @myhrreality, says, "60 minutes walks a fine line representing the visitor versus the employee. Truthful 60 minutes professionals are hazard managers who volition investigate fully without bias."
If you do make up one's mind to go to HR, get with the understanding that HR has a dual accountability. Knowing that, hither are three times that a negative review might warrant a chat with HR.
Your Manager is Seeking Revenge
If believe your manager is taking retaliatory measures against you, y'all must get to 60 minutes. For example, let's say you didn't concur on a particular customer strategy and you escalated the issue in a higher place your boss to his or her manager to get it resolved. Y'all now have an atrocious review in the heart of a long history of positive reviews—and a managing director who looks like she's seeking revenge because of your escalation. 60 minutes needs to exist in the loop.
Your Manager is a Bully
If your manager has been coached on or cited for beliefs issues in the past, and your review appears to go along that design of behavior, Hr will want to know. Say, for instance, you receive lots of negative, strongly worded feedback, with very petty specificity or evidence to support your boss'southward arguments (eastward.g., "There's no question that Geoff needs to acquire how to do his chore ameliorate, or he'll be on the layoff list"). Bringing HR into the discussion volition aid evaluate what needs to happen next—whether that means getting your manager more grooming and development or something more serious.
Your Director Can't Back up the Feedback
If you lot receive a review that's incongruent with positive feedback you've received all year, and your manager isn't able to clear the sudden temperature change in your operation, information technology might be worth a conversation with HR. Even so, you demand to go into this chat with facts, figures, and other information points that support the discrepancy between the letters you've been getting throughout the year and what is on your review.
If y'all do decide to go to Hour, you must be calm, professional, respectful, and solutions-oriented. Yous can't whine and complain about what a wiggle your manager is; that won't assist your cause. Remember, subsequently all, that HR is at that place to back up the needs of the organisation. Assume that anything you share will not exist treated confidentially, and will likely make its way back to your manager.
And so, think most all possible angles before you visit 60 minutes. If your review contains constructive feedback you truly practise need to hear or is congruent with other feedback you've received throughout the twelvemonth, going to Hour might tag you lot equally someone who tin can't figure out how to manage a human relationship with his or her manager, or—even worse—someone who'due south mostly un-coachable.
Instead, when you become negative news that'south warranted, respond direct, professionally, and specifically to your director. Seek to understand his or her perspective and then that you can take away the meaningful nuggets that can help improve your operation.
And to make sure there are no surprises adjacent time, make it a priority to become specific feedback from your manager and peers on a regular, ongoing basis. If it doesn't menstruation freely, enquire for information technology! Schedule regular update meetings with your manager, and inquire for specific examples of areas where you're doing well and where you lot can better.
A performance review should never contain surprises. But if y'all do get an unfair negative review, utilize your best judgment to determine if a visit to HR is in your best involvement—or if you simply demand to be more proactive about getting feedback from your manager. Commit to taking action to turn things around.
Just—whatever you lot do—don't write a long rebuttal and exit it on the copier.
Photo of review form courtesy of Shutterstock.
Lea McLeod is an experienced manager, career consultant, and job search motorcoach. Formerly a manager-level managing director at HP, Lea helps yous acquire skills to build confidence and competence at work and to deal with tough situations that tin be super frustrating. In her articles for The Muse, Lea empowers readers to confidently identify and tackle just almost every dilemma at piece of work, from challenging colleagues and bad bosses to interviews to career changes and professional person development. Her writing has likewise appeared in Forbes, Business Insider, and other outlets. Observe her on Twitter and LinkedIn or visit her website. She authored The Resume Coloring Book, a simple and color-coded guide to writing a solid resume.
More from Lea McLeodSource: https://www.themuse.com/advice/so-you-got-a-bad-review-should-you-go-to-hr
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