Dealing with a bad review from your manager

A bad review is annoying, even if you’ve seen it coming. You may be afraid of demotion or dismissal. You may also disagree with your manager. How can you object objectively? And how do you ensure that your next assessment interview is positive?

Keep a cool head
If you get a bad rating, does that mean that your employer is on a layoff? It shouldn’t be. One bad assessment is certainly no reason for dismissal. Only if it appears that you are not getting your performance at the level desired by the organization, can there be reason for dismissal for dysfunction. However, an employer must approach such a process very carefully and must be able to substantiate the decision very well. In addition, you must be facilitated and supervised by your employer for a period of time – usually a maximum of six months – in order to improve yourself.

What can be the ultimate consequences of a bad assessment? Is demotion lurking, for example? Not after one bad review. However, after a number of bad reviews and an improvement process. And then it depends on which conversation you have with your employer and which solutions are available and desired: a lower position, transfer, or guidance to another job. However, after one bad assessment, your salary can be frozen for a year. In other words, you do not receive your annual periodical. However, this also depends on the rules of the game within your organization.

Count to ten
What if you really don’t recognize yourself in criticism? Do not try to defend yourself immediately when criticized. If necessary, listen and ask if a follow-up conversation can be scheduled if it gets too much. It is better to end a conversation early than to say things that you will regret later.

Indicate that you need time to consider the review and would like to come back to it at a different time. So start the conversation again, ask for clarification and explain in a constructive way on which points you disagree and why. Your supervisor may adjust the assessment in favor, but this is not an obligation.

Please ask
In the meantime, try to listen carefully. Only if you understand what the criticism is aimed at can you really work on improvement. Try to do that in a constructive way. And see if you can find out what the core of the criticism is. Do not defend yourself, but ask your supervisor: what exactly does he or she mean? When did you do that? What is expected of you now? How can you best approach this? Also ask for feedback from other colleagues. This may be difficult for some of them and confrontational for you, but it may give you a better idea of ​​how you come across.

Do not agree to get rid of it
Being sub-assertive is never good, especially if you get a bad rating. It is a pitfall to agree with unfair criticism, only to end the conversation. You cut yourself in the fingers, by agreeing to an assessment and any associated improvement agreements that you do not agree with or that you do not understand. Before you know it you will make the problem bigger instead of smaller.

Know your rights
What should you do if you disagree with the assessment report? If the interview is not properly recorded by the employer, you have the right to make additions in writing. You also have the right to insight into your personnel file and can request changes to it.

In many organizations there is also a “functioning and assessment” regulation, which includes an objection procedure. If you are unable to find a solution with your supervisor or if you find that adding your vision to the report is insufficient, you can opt to object according to the procedure that applies within your organization. However, this does not guarantee any other outcome.

Make concrete agreements
How can you make sure your next review is positive? By asking specifically for points for improvement and drawing up an action plan together. If you show that you want to work on yourself and you are open to criticism, it is often seen as something positive.

In addition, ensure that these agreements are recorded in writing. Make good agreements to avoid misunderstandings in the future. In addition, ask what happens if the objective is not met. Then you know where you stand.

make a choice
Cut a knot. A bad assessment can be an eye opener. It forces you to be honest with yourself and to make a choice: can you indeed improve your performance, or are you perhaps not suitable for this position at this company?

Is an employer not asking too much of you? Can and do you want to meet the desired level? Sometimes you may have to draw the conclusion: this job is too ambitious. Or: this employer has unreasonably high demands. You can compete with that, but sometimes it is wiser to look for a job and organization that suits you better.

Ask for help if necessary
Look ahead. Try to see the assessment interview as a new beginning. Thanks to this conversation, you at least know what important focus areas should be for you. Ask for guidance where you need it. You don’t always have to do it alone. Perhaps you need training, or you want regular consultations with an experienced colleague who can provide you with substantive tips and advice.

Keep the initiative
Even though the assessment interview is in principle one-way, you can still take the initiative to improve your performance and show it to your manager. So make sure you take matters into your own hands as soon as possible. Indicate which actions you want to take to ensure improvement. You show that you are willing to improve. In general, taking the initiative will be positively interpreted. And keep your supervisor informed of your progress, even if he or she does not ask for it himself.