Dr. Melissa Weathersby specializes in equipping & empowering Executives, Leaders & Faith-Based organizations globally @ 5StarEmpowerment.com
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Performance reviews are part of life if you are employed. If you’re like most, you probably have some level of anxiety each year when it’s time for performance evaluations. Although most evaluations are no surprises, there are times that they provide an unexpected jolt. This typically happens if there has been limited or no feedback from your direct supervisor throughout the year. Sitting down with your supervisor and discussing your performance can be gratifying or horrifying—depending on the outcome. If you happen to fall in the latter category, here are three things you can do to bounce back:
1. Learn to handle constructive criticism.
Let’s face it. No one enjoys being criticized or critiqued. However, performance evaluations are a necessary “evil” to measure on-the-job performance, as well as to assess an employee’s fit with the organization. You may do your job well, but if you aren’t a team player or are a person who creates constant conflict, tension or drama, you may be better suited for another work environment. Being able to admit your flaws or faults is a great first step to begin working on improving them. If you enjoy your job but fall short in a few areas, use this performance review as a benchmark to become better over the next year.
On the other hand, if the criticism isn’t constructive or is unmerited, ask for explicit examples of the noted issues (including documentation) so that you are fully aware of the area(s) in which you are deficient. If this isn’t possible, it may be necessary to write a rebuttal explaining your point of view that will become part of your personnel file. Some negative performance evaluations are due to a personality conflict between a supervisor and an employee and may require assistance from your human resources department.
2. Consider the overall evaluation (not just the negative parts).
Many times, our emotions take the wheel when we see a negative comment or critique of our performance, and we lose sight of the overall evaluation. Perhaps you are only “Less than Meets” in one or two areas that you can improve on. If your overall evaluation is “Meets” or “Exceeds,” focusing on the negative portions and obsessing about them will cause unnecessary anxiety. It is best to balance the good with the bad and give yourself room for growth and improvement.
If this is a common habit—to focus on the glass being half empty instead of half full—begin breaking this habit by starting a gratitude journal. Being thankful and creating the habit of mindfulness is a great way to break negative thought patterns. If you continue to struggle with negative thoughts, seeking professional counseling is also a great way to promote positive mental health. Celebrate your successes!
3. Be proactive about making an immediate improvement.
After the initial shock of a negative performance evaluation passes, it’s time to get to work. Ask your supervisor for any available in-house training that is available in the area(s) in which you’re deficient. Schedule at least one training within the month of your evaluation. If there are additional classes, be sure to schedule one per month until you are satisfied that you’ve addressed your deficiencies. Take online courses from home to improve yourself. There may also be weekend workshops or seminars that you can attend in the area of personal and professional development. There are also many books available in the area of personal development if your soft skills need polishing. If your area of deficiency is related specifically to your profession, seek a mentor or coach in the area you need help with and invest your time and money to improve.
Organizations take notice when employees proactively work on improving their performance. Most are willing to work with you on your performance if they see you making a visible effort to improve. Be proactive and ask your supervisor for feedback about the quality of your work no less than quarterly if they don’t already do this.
Lastly, if the organization you are with does not foster your development, it may be time to find one that does. Negative performance evaluations are not the end of the world, but they feel that way when an organization does nothing to help you recover.
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