If however, after being brutally honest with yourself, you decide that the assessment is inaccurate, it may reveal that your boss is—either unintentionally or purposely—overlooking your accomplishments. Always be vigilant. If you have good reason to believe that your Reviewer let his or her “imperfections” come out in the form of improper motivations for giving you a negative Performance Review, now is the time and place to raise that concern. Here is the correct performance review with a higher mark." It is not “touchy-feely,” but rather “cold, hard reality.” If your performance review is loaded with mental impressions, feelings, emotions and/or other subjective statements, these should be raised in any Rebuttal you prepare. Be sure to include specific examples of where you excelled. We also offer a 198-point Guide and Checklist to Responding Effectively to Your Performance Review. ], We offer a Model Memo entitled “Performance Review Rebuttal” that you can use as a model for your own efforts. Keep your words and phrases impersonal and professional. WHAT YOU CAN DO: Here are 16 Steps to a Robust Rebuttal to a Performance Review that is  inaccurate, misleading, wrong, unfair, dishonest or otherwise problematic: 1. She was told perhaps she should consider looking “elsewhere.”. Is there some kind of “mediating meeting?”. You might ask around about such things, but if you do so, do it discreetly. 3 z Responding to a Disappointing Performance Review limiting defensiveness. Chances are that you did not read your Performance Review carefully at your meeting, and don’t have a clear recollection of what you did read. The second statement does not logically follow from the first. The most salient points you can raise are probably above, for you to use and adapt to your own situation. While your “target” is a matter of choice, how you send it is not. But trivial criticisms are really a bonus, because if that was the worse criticism that could be made, then there is nothing seriously bad. You may want to move forward as soon as possible if, as is common, your bonus for the year will soon be based on your annual performance rating. Here’s how to manage your emotions and move forward. Inconsistent statements suggest that your Reviewer either didn’t devote sufficient time and focus to preparing your Performance Review, or he or she is trying to force a conclusion out of facts that don’t lead to it. We offer a Model Memo entitled “Requesting Performance Review Rebuttal Procedures and Forms.” To obtain a copy, just [click here]. Whether you decide to change companies or are motivated to continue in your current role, performance review time will come again and O’Sullivan advises that you be read. Make your points clearly and as ever stick to the big issues and ignore the minor ones. The next review period I was told I would be fired in 60 days if my "issues" did not improve. 5. That’s quite personal to you. 11. When employees get an unfair performance appraisal, typically their only choices are to accept the blot on their work record or find a new job. 16. If you have to produce a written response, then make sure it is written correctly and in the most effective manner. Model Memo: To Enhance Your Upcoming Performance Review That said, I am of the view that “for every problem there is a solution.” I strongly suggest that every employee who believes that his or her Performance Review is incorrect, improper or otherwise “corrupted” should respond in an appropriate and effective way. is a perfect idiot.”. If You Disagree, Say So. In an email, ask HR (a) if a certain procedure or form is required, (b) if so, where can you get a written description of that procedure or form, and (c) if there is a deadline to your filing your response. “The only perfect person When you receive an unfair work evaluation, you'll likely be angry or hurt. Avoid the use of personal invective and criticisms. When Margaret met with her supervisor, as was the custom, Margaret was handed a copy of her annual review to read before the two discussed it. To obtain a copy, simply [click here.] Ponder who you may find to be a Supportive Colleague, a Pleased Customer, or a Happy Higher-Up. For example, if your sales for the year were 2% under goal, and your Performance Review says they were 20% below goal, that is surely significant. One Empowered and Productive Employee at a Time ™. As examples, “I feel faint; I must go home for my medicine,” or “I’m sorry, I must have eaten something spoiled at breakfast. Make a list of all factual errors that exist in your Performance Review, provided they are not simple typos or otherwise without significance. If this is not the customary practice of your employer, in an email ask your supervisor and/or your Human Resources for a copy, and ask that it be sent to you by email. Unfair performance review - what to do about it? 12. If allowing the employee to write a reply helps achieve that goal, it’s a good thing. An unfair performance review can leave you fuming, fearing for your job, or both. For example, “Yes, I did not attend four client meetings out of the seven that took place, BUT I was in the hospital during each of the four meetings due to my heart condition.” Here is another “affirmative defense”: “Yes, my group did not make enough bricks to build the pyramid, BUT we were not given the straw to make the bricks.” A third one is “Yes, we did not make the required revenue target last year, BUT that is because our CEO forgot to provide the necessary approvals to close the deals necessary to make those targets.” Yet another: “Yes, we did not meet with the important client, and that upset him, BUT he repeatedly tried to molest a member of our team, and our reports of this to HR went unheeded; for safety reasons, we could not meet with him.”. If you are unhappy about approaching your supervisor to find out the correct route to take, or if your direct supervisor was responsible for the bad report, then approach the human resources department for help. • Make notes of any questions you’d like to ask your manager at the next meeting. If you want to ventilate your frustration or anger, then do it with somebody outside the organization. To do so, just [click here. 15. If your required rebuttal form is “restrictive” in this way or others, just ignore it, and do what you think is your best job in rebutting. It is not a mental impression. Do not write “Bob lied when he wrote . • Recommend to your Friends If asked to do so, you must acknowledge receiving your Performance Review, but you do not need to say you agree with it. • Receive our Posts (RSS Feed) • Media Inquiries ” Try not to use the words “he, she, they, us, or them.” Instead, use the words “the Review,” or “the Reviewer.” Keep it cool, calm and professional; no personal invective, even if it is warranted. The four matters mentioned above – (a) your not receiving any prior notice of dissatisfaction or inadequacy all year long, (b) your being out for a good part of the year due to approved reasons, (c) your or your department’s performance being better than other departments or other company’s, and (d) your time and attention being diverted to other projects by management – are the four most commonly seen. That is to say, a robust Performance Review Rebuttal both addresses the past, and protects the future. Copyright 2021 Leaf Group Ltd. / Leaf Group Media, All Rights Reserved. *A note about our Actual Case Histories: In order to preserve client confidences, and protect client identities, we alter certain facts, including the name, age, gender, position, date, geographical location, and industry of our clients. There are, of course, many, many others. If you strongly disagree with a few points, you’re entitled to dispute them in … Don't use the letter to take issues with issues not directly related to your performance review or make suggestions. “By the time you get a review that you … It is just a fact: humans are imperfect. I’ve seen many instances in which supervisors have ignored the achievement of objective performance criteria because the achievements have been positive, and have reported, instead, more subjective alleged failures, incapable of being proven, such as “lack of pride in work,” “failure to lead effectively,” and “poor oversight of subordinates.” I always say to myself, “How could a person fail as an employee, as a leader and as a supervisor, and yet have his department achieve all of its assigned, objective criteria of success?” It is an important point to make if your assigned goals and specified objective criteria are being ignored. Having others – especially influential others – vouch for your good performance can only help. You may make a request for a “review of the review,” a correction preferably by a completely new Performance Review, or a different Overall Rating. Yes, I have come to view Performance Reviews as sources of significant problems in the workplace. And ask, too, for a response within a reasonable period of time, usually seven to ten working days. Step #7: Plan For Your Next Review. That said, you never have to say or write that you agree with the substantive contents of your Performance Review. On the other hand, if your sales for the quarter were $2,000,002, and your Performance Review says “2 million,” that is simply not significant. Your employee assistance program (EAP) can also provide guidance. No matter what, keep calm and courteous throughout your Performance Review meeting. Imagine, just for the moment, that you learn that over the past four years nine of your colleagues have also experienced false, dishonest, or mistaken Performance Reviews from this Reviewer, and each was later found to be correct in their rebuttals. The same goes for errors in reasoning. Those in need of legal advice, counsel or representation should retain competent legal counsel licensed to practice law in their locale. In most cases, rebuttal is, at best, a waste of time. Highlighting the good things ahead of type is a great way to influence the manager's opinion, but the article is really about handling an unfair or negative performance review. Concentrate on serious criticisms that you are able to clearly refute or justify. To err is human and people who make themselves out to be perfect end up looking stupid. And she had not received any negative reports, comments or complaints. She was told there was nothing she could do. She was told performance reviews are “not negotiable.” She was told that perhaps she should consider whether her job was really the right fit for her. … 12 Ways to Enhance Yours, “Will submitting a Performance Review rebuttal backfire?”, 45 Rockefeller Plaza Ste. During the past year, Margaret’s division did not prosper, due to the economy, but it did not suffer, either. Performance reviews are part of being in the workplace, and sometimes, unfortunately, bad performance reviews happen to good people. For example, on the one hand, a sales achievement of 135% of goal, and on the other hand, “failed to meet sales goal” are simply not both possible. Year in and year out, Margaret’s performance reviews were either “exceeds expectations” or “meets all expectations.” What’s more, Margaret had received significant bonuses, promotions and awards for her good work. Unfortunately though, employers occasionally use these tools as part of their efforts to make sure they're getting the best out of … His credits include hard backed books and numerous academic articles. . 13. New York Times: Bad Review? It's not just a case of correct spelling and grammar; you must write in an effective style. Note, too, that “getting even” is not one of your goals. [Image: L’effet du mélodrame via Wikimedia Commons ] Post was not sent - check your email addresses! It is just a fact that no one – even supervisors – is perfect. No one is free from all forms and all degrees of prejudice. It's best not to vent these feelings immediately or argue with the supervisor. Though it is a sensitive topic, if it helps keep you employed, or helps you get a better bonus, or even makes a transfer possible, it may just be worth the effort. A rebuttal should be limited to a single page, include examples of how you helped your company reach its goals, and include complimentary comments from co-workers, says Joanne Cini, author of "Kingmaker: Be the One Your Company Wants to Keep ... on Your Terms." Margaret went silent, and barely spoke a word throughout the entire meeting. If a certain form is required, do not limit yourself to it. 14. Always be persistent. Remember that many supervisors will always include a number of negative elements; company policy may even dictate this. As she had each year before, Margaret received word she was to meet with her supervisor to go over her annual review. When a defendant is alleged to have committed a bad act in a lawsuit, the defendant usually says, in effect, “I did not do that.” However, the defendant can also say, “I admit that I did that, BUT because of something else, it was NOT WRONG to do so.” That is called an “affirmative defense.”, Here are a few examples: Incapacity: “Yes, Tax Auditor, I failed to file my taxes on time three months ago, but I was in a coma at the time.” Coercion: “Yes, Officer, I did take the jewelry from the store, but a kidnapper had my child and said that if I did not do it, he would kill the child.” Higher Purpose: “Yes, Your Honor, I was traveling faster than the speed limit, but at the time I was bringing a seriously burned firefighter to the nearest hospital, and it was necessary to save his life.”, These and other “affirmative defenses” admit the wrongful act, but still argue against liability for doing the wrongful act. Although it is important to make a timely response, how to act and what to contest must be carefully thought through to be as effective as possible. You may want (i) a correction, (ii) your Rebuttal attached, (iii) a whole new Review, (iv) a different boss by means of a transfer, or (v) perhaps a severance package, or 100 other different things. Address possibly improper motivations, such as (a) personal animosity, (b) discrimination, or, worst of all, (c) retaliation for refusal to engage in impropriety or other acts of integrity. 10. A rebuttal letter is a formally written communique that expresses the ideas, arguments, and the terms of a rebuttal. Nobody likes to be on the receiving end of a poor performance review or disciplinary action at work. The letter must be factual and display minimal emotion. If you think there is any chance that you might “lose your cool,” you may need to claim a sudden “physical malady,” and calmly excuse yourself from the room. Negative performance reviews are a big disappointment not only for the employee but also the reviewer When writing a rebuttal to a performance review. And, yes, I have come to view them as something that an attorney can – and should – help employees with. Get the facts without getting defensive. But not if you're New York teacher Sheri Lederman .