Performance reviews aren't well liked by many managers or employees. Many managers feel like it's just another box to check and employees feel like they make no real impact in their career growth. At some companies, performance reviews primarily exist mostly as a punitive tool for underperforming employees. I'm an advocate for performance reviews (when done well) and think that they shouldn't be a dreaded task once a year, but instead part of an ongoing conversation.
If you thought you met expectations but your manager disagrees, you both should have evidence to back up your statements. Talking it through can help you both understand if there was a miscommunication in expectations.
Much like in salary negotiations, it's important to stick to facts not feelings. Even if you think your manager isn't fairly evaluating you, your best approach is to come with irrefutable facts - data, emails, whatever you need to show that the negative performance review is wrong.
Most performance review processes end with both the employee and manager signing that they are in agreement of the evaluation. However, it's crucial to consider whether to sign or to include a disclaimer if you disagree.
#performance-reviews #workplace-communication #employee-feedback #career-growth #management-practices
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