What to Do When You Get a Poor Performance Review

Receiving poor feedback during a operation review is never easy, regardless of whether y'all'd anticipated information technology or not. Not only can information technology feel like a personal set on on yous as a person, it tin also be hard not to take it to heart, or let it knock your confidence.

If you've been left feeling blindsided by a performance review, and then what you do adjacent is primal. Then, I've detailed some crucial steps to take that could assist y'all to plow a poor operation review into a constructive learning opportunity.

i. Don't react immediately

Even though this may get confronting every instinct that's within you right now, it's essential that you don't immediately get "on the defensive" and react negatively. Taking feedback onboard in a effective and proactive way is part and parcel of achieving sustained career success. You therefore must do everything y'all tin to ensure yous're perceived equally somebody who takes feedback well, using information technology as an opportunity to learn and develop. Be mindful of this and accommodate your initial reactions appropriately.

Have a deep jiff and allow some fourth dimension to reflect on the specific feedback points. Interestingly, research suggests that by first taking a step back and allowing yourself to 'feel the hurting of failure', you lot'll exist in a stronger position to brand constructive use of the areas detailed in your poor performance review. Information technology seems that past allowing yourself to really experience the emotion, in hereafter, y'all're more likely to do everything you can to avoid being in the same position again. As Dr. Selin Malkoc states, "…When faced with a failure, information technology is improve to focus on 1's emotions — when people concentrate on how bad they feel and how they don't want to feel these feelings over again, they are more than likely to attempt harder the next time."

ii. Ask for description

Once you've had some time to reflect, you may realise that you don't fully understand 1 or even several specific points raised during your performance review. If so, don't hesitate to enquire your managing director to clarify what he or she meant.

They should be able to provide you with physical examples of when and where your performance has been unsatisfactory. Your director should besides be able to explicate to yous what behaviour they would take liked to have seen from you lot. Although this could, once more, be hard to hear, it volition nonetheless provide you lot with valuable clarity and context, following the initial feedback from your functioning review, allowing you to approach the next crucial steps both objectively and positively.

iii. Draft key objectives to help you improve

Now that you have spent some time reflecting and empathize the specific areas in which yous need to improve, it's fourth dimension to pencil in several clear objectives to help drive you frontwards, and proactively work on the areas yous need to develop. Your manager may have also already highlighted a set up of objectives during your initial operation review which you'll need to piece of work towards. If and so, take a good await at them and review how they can be accomplished over the following working days, weeks and months. If not, take some time to draft these yourself, sharing them with your manager once you lot're comfortable with them.

Information technology will help to intermission down each of these objectives into small milestones – milestones that will ultimately help y'all reach the overall objective. Importantly, keep a weekly record of your progress. Not only will this exist hugely motivating, it volition also form great evidence to your manager, demonstrating your unwavering commitment to your own professional development.

4. Explore further learning and guidance

Your manager may have recommended that you accept a certain course, join a professional organisation or detect a suitable mentor to aid your development. They may also have offered you the opportunity to work on a stretch project to develop your skills in a detail area. If they haven't, in that location'southward no impairment in being proactive here too, and asking for their back up in overcoming the weaknesses identified in your performance review. They may also exist perfectly placed to provide y'all with the support you need themselves, or may even be able to innovate you to somebody else within the organisation who tin act equally a mentor.

Working with a colleague in this capacity, whether you arroyo them yourself or whether it's facilitated by your manager, tin exist daunting – but bear in heed that the benefits of mentoring in the workplace tin can exist substantial for your development. For more tips on finding and learning from a career mentor, either within your own workplace or elsewhere, be sure to read this blog by our United kingdom Manager, Karen Young.

Alternatively, if you detect a relevant class or learning opportunity that will benefit your evolution, signing up to information technology could work wonders for your self-confidence at this catchy fourth dimension. Non just could it aid you rediscover your passion for what y'all do, it can give you the boost you demand to push your performance forwards – which can just ever exist a good thing.

Proactively seeking to upskill proves your commitment to lifelong learning and demonstrates to your manager how dedicated yous are to addressing the points raised in your operation review.

5. Volume an interim review with your manager

Thinking ahead, book an interim review with your managing director within three months of your initial performance review, so that you can prove how you lot've taken their feedback on lath and are taking your personal development seriously.

This is your opportunity to nowadays your managing director with a program of action which evidences that you're headed in the right direction. You can explain why you've made certain decisions, how they will assist yous to grow every bit a professional, and how this in turn will assist your employer. You can share how you're progressing with your strategic objectives, and how you've made a commitment to improve. This is also 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 you could do to better even more than.

6. Adopt a growth mindset from hither on

Throughout your journey of turning a poor functioning review into a effective feel, it's essential to sympathise that cocky-improvement requires persistence, patience and practice. To reply in the best possible way to a poor performance review, it's essential that you practice your very best to prefer a mindset of growth. Understand that even the most successful business concern people in the world will have felt blindsided by a poor performance review at some betoken in their past. The style they bounced back from it, learning from their mistakes along the way, is what has fabricated them so successful today.

Employees who adopt a growth mindset demonstrate that they can learn, 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 congenital with a defended application of trial, error, do 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 equally an inevitable part of the learning procedure, and an opportunity to develop both personally and professionally.

After giving yourself a petty time to reflect on the initial sting of your performance review, past being proactive, remaining positive, and following the simple steps detailed in this blog, you're already well on your way to adopting a growth mindset.

A bad performance review doesn't have to be terminal

Ultimately, poor operation reviews tin can be part and packet of life in the world of work, but it'due south important to go along things in perspective. This is cipher but a stitch in time, and by adopting the right approach you'll turn this negative moment into a positive period for your longer term evolution. Yous'll larn, become a amend professional person in the long run, and instinctively know how to handle similar problems should they arise once more.

Past using your fourth dimension to react positively and proactively, planning effectively and overcoming challenges successfully, y'all'll reduce the chances of existence suddenly and unexpectedly blindsided by a poor performance review again in the future.

Did you notice this advice useful? Yous may savor some of the related content below:

• How to main the art of receiving feedback
• How to be a skilful mentee
• Liberating your own talent
• Work friendships are great, only could yours be inadvertently property you back from finding a new chore?
• Are you lot struggling to be more creative and innovative in your work
• Are you 'learning agile'?

Writer

Jane McNeill joined Hays in 1987 as a graduate trainee in their London head part after graduating with an MA (Hons) in Psychology from Edinburgh University. She began her career recruiting accountancy & finance professionals, before spending xi years recruiting senior permanent professionals for London's banking & finance sector. During this fourth dimension she chop-chop progressed through management roles and in 1992 she was appointed Director after leading the London city business to a phenomenal post-recession recovery.

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

She was appointed to the Hays Australia & New Zealand management board in 2007. Now based in Sydney, Jane oversees Hays' operations in both NSW and WA. She is responsible for 400 staff located in ii states that are separated by a 5-hour flight and a three-hour time difference. At the aforementioned time, she retains her groovy involvement 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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