Plus, how to respond to frustrating social media posts.
| FEBRUARY 23, 2022 • VOL. 20 ISSUE 8 | | | Hi John,
Receiving critical feedback during a performance review can be challenging. Getting in an argument with your boss over that feedback represents a whole new challenge. Today’s article outlines how you can navigate both.
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| | CRUCIAL CONVERSATIONS FOR MASTERING DIALOGUE
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| | ANGRY WITH YOUR BOSS OVER A BAD PERFORMANCE REVIEW? HERE'S WHAT YOU SHOULD DO | | by Ryan Trimble
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| | At my last performance review, my boss was extremely positive and gave me great feedback, so I was horrified to later discover that he gave me a score of “below average” on the formal paperwork.
I arranged a meeting with him to find out why. That’s when he told me I was disengaged, did not challenge myself, and did not collaborate well with others.
I don’t believe any of that is true, and, even if it is, he should have brought it up during our initial discussion. I got angry in the meeting, so he read me a formal HR statement about the review process and has since refused to talk with me about it. What should I do now?
Signed,
Blindsided
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| | | | The short answer? Start over.
I mean that in the most encouraging way possible. If at first you don’t succeed, try, try again.
That said, I don’t think you should try to get your performance review score revised, nor do I think you should try to convince your boss that what he did is wrong. I do think you should try to meet him where he is.
Here’s why.
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| | | | | | HOW TO RESPOND TO FRUSTRATING SOCIAL MEDIA POSTS | | Triggered by something you saw on social media? Just because you want to say something doesn’t mean you ought to. |
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| | | | | HOW TO NOT LOSE TRACK OF YOUR IDEAS, DREAMS, AND GOALS
| | You can do a lot of things, but you can’t do everything. Have more good ideas than you can act on? Incubate them for later consideration. Here’s how. |
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| | | | | | APRIL 4–8
| | CRUCIAL CONVERSATIONS® FOR ACCOUNTABILITY
| | Join us live online and learn how to: Master performance discussions. Manage projects without taking over. Reach alignment when stakes are high and opinions vary. Strengthen trust and reliability. Apply multiple sources of influence to behavior. Get results and improve relationships. | | | |
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| | | | | | Whenever you’re in conflict with someone, there is one factor that can make the difference between damaging your relationship and deepening it. That factor is attitude. | | | | | |
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