Introduction
So, this week, we’re closing out our multi-part performance review success series. Welcome to installment six, our five-step employee guide to responding appropriately to your performance review.
Your performance review is not only your manager’s opportunity to provide you with quality feedback and recognition regarding your performance. It is also your chance to express your professional aspirations and to work with your manager to identify opportunities to support your development.
We all know that employees perception of their own performance and their manager’s assessment of their performance often differ. That should not negate the possibility of finding middle ground that all can be happy with. So, today’s piece calls your attention to the four key steps that they can take to respond appropriately and increase the chances of their successful performance review…even when you don’t agree with all. Here are the five appropriate ways that an employee can respond to his/her performance review rating. 1) Self-Evaluation; 2) Meet with your manager; 3) Supporting documentation; 4) Review and Make Comments; 5) Written Rebuttal.
Responses Explained
I. Complete a Self Evaluation:
Step 1 is more preplanning than a response; however, it will equip you to present a stronger, more-coherent, organized, more immediate response to any ratings that you think should be different. So, prior to meeting with your manager to discuss your performance review, complete a self evaluation. This will keep your thoughts focused during your meeting with your manager. Check out Work.Chron.com great recommendations related to this topic in How to Respond to an Employee Evaluation.
2. Actively Participate in the Meeting with Your Manager:
Remain mentally and emotionally present during your meeting with your manager. Know that there is always room for performance improvement. So, don’t feel like you must challenge every point. Instead, listen, take notes, and strategically select which points you will challenge. Remember, your goal is to get the best and highest possible rating in the performance indicators that are weighted higher and therefore have a greater impact on your overall rating…and ultimately, your merit increase.
3. Present Supporting Documentation:
Ever heard, “Document, document, document?” Well, it is imperative that, during your performance review meeting, you support your argument for higher ratings with strong documentation. Email messages, letters of appreciation from customers and colleagues, and completed projects, etc., are excellent forms of supporting documentation.
4. Review and Make Comments
Even if you agree with the outcome of your performance review, don’t walk away without making comments on your experiences during the past performance period. Thank your manager for all the he/she has done to make you successful. Also, comment about colleagues and team members who plaid a significant role in your success as well. Then, commit to continue working in the best interest of the team and the organization. This will reaffirm for your manager, that they have found a trusted, dependable team player in you.
5. Written Rebuttal
If you and your manager just can’t come to an agreement, submit a rebuttal. Ask for a copy of the performance review. Request up to 48 hours to review it. Once you’ve read the document completely, craft your rebuttal. Your rebuttal is your written response to the ratings that you disagree with. Maintain a calm, respectful tone, and submit your rebuttal, along with a copy of your signed review to your organization’s appeal process. Reference your supporting documentation, include a copy of each item as attachments, and suggest the rating that you feel is most representative of your performance. Then, continue to be your best at your position and wait for the outcome of your appeal.
In Conclusion
Regardless of whether you agree or disagree with your performance review rating from your manager, please make comments. You can thank them for being a great manager and supporting you. Or, you can advocate for yourself by respectfully presenting your argument for an even higher performance review rating. No matter what, always remain professional.
I hope that this close-out piece of our performance review success series is helpful to you. If, so, wherever you’re viewing, do me a big favor and scroll down, subscribe, leave me a comment, or ask me your very own performance review or HR question. It might be featured in one of my future posts.
So, continued success to you.
