As of: March 1, 2024, 2:04 p.m
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A negative performance review from your boss is an extremely unpleasant experience.
But you can also learn from the professional setback.
With performance appraisals, companies evaluate the individual contribution of an employee.
The goal is to reward good work, show employee appreciation and ensure greater motivation.
Unfortunately, the exact opposite is often the case: If the performance appraisal is worse than expected, it can be a very stressful experience.
The result is uncertainty, frustration and fear of termination.
Use negative reviews sensibly to your advantage
But a poor rating doesn't have to mean your career is over.
On the contrary: criticism can be used to improve your own skills.
Here are some strategies for dealing constructively with a negative performance review.
1. Ask for more time
If you went into the interview with a good feeling and your superior surprises you with the bad rating, you should keep a cool head.
When you're overheated, it's easy to say unpleasant words.
Don't react impulsively, but instead ask for a break.
Alternatively, you can suggest a postponement to prevent the conversation from becoming too emotional.
Take time to digest the criticism.
You can calmly and objectively tell your supervisor that you are surprised by the negative assessment and that you need to think about it.
The performance appraisal conversation can take an unpleasant turn.
© IMAGO
2. Follow up
It is very important that you understand the reason for the criticism, emphasizes the
SRF.
This is the only way you can adapt your behavior accordingly.
So check carefully which requirements were not met.
It's best to ask your manager for specific examples.
Vague statements will only cause confusion and will not help you get better.
This part of the conversation should definitely be recorded.
This will ensure that improvements are easily apparent when you talk next year.
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3. Take advantage of criticism
The first reaction to a poor performance review is often to become defensive.
You want to forget the evaluation as quickly as possible and try to put it into perspective.
The performance appraisal offers the opportunity to develop personally.
If you view criticism as constructive feedback, you can learn a lot from it.
Take time to analyze your performance from a neutral perspective.
Think about what areas you can improve.
What are your strengths and weaknesses?
What are your goals for the future?
4. Don't panic!
Criticism sets alarm bells ringing for many.
Most of the time, the employer just wants to help you get better.
If the feedback on individual aspects of your work is mixed, that is no reason to fear termination.
Your supervisor takes time during the conversation to explain areas that need improvement.
This means that he usually wants to continue working with them.
Don't miss out: You can find everything about jobs and careers in the career newsletter from our partner Merkur.de.
5. Create an action plan
Use the performance appraisal as the basis for an action plan in which you determine concrete steps to improve performance.
This shows initiative, which your boss will certainly appreciate.
It is important to set realistic goals that are actually feasible.
Be open and honest, just as you would in an interview.
A structured plan helps maintain focus and document progress.
Don't forget to present the strategies to your manager.
6. File an objection
If the criticism is completely unjustified, you can defend yourself against it.
According to
recruitee.com
, every employee has the right to appeal a bad review.
Ask your supervisor for another conversation in which you objectively explain why the performance appraisal is incorrect.
It is a good idea to also have an employee from the human resources department take part in the meeting.
If you want to go one step further, you can involve the works council or a higher supervisor.
7. Refuse to sign
If you do not agree with the performance appraisal, you do not have to sign the interview protocol.
Don't allow yourself to be pressured, but instead ask for time to think.
The website
Arbeitrecht.org
warns: “If you accept the assessment without objection, you ultimately accept it with your signature.”