How To Respond To Criticism Of Job Performance
Most employees do not know how to respond to criticism of job performance without causing damage to the relationship. We don't always agree with our performance evaluations. Whenever there is a valid reason to disagree with a performance review, you should never allow your emotions to take part in the evaluation process. If you feel you have a valid reason to respond, follow the steps outlined below before reacting in any manner:
- Do absolutely nothing in response for at least 24 hours. Allowing yourself at least 24 hours is imperative. If you feel the criticism is unwarranted, you never want to respond immediately.
- If you have not been provided with a copy of your evaluation, request a copy. Sometimes, it takes more than one signature before an evaluation can be copied and a copy given to the employee. Ask for a copy and allow the required time for signatures.
- After 24 hours, read your copy of the performance evaluation. Reading the information provided on the evaluation form itself will sometimes provide you with more details regarding why you have been given the ratings and criticism. The reason given may be quite valid and provide you with more insight into the problem your superior feels necessary to mention.
- Take time to perform a self evaluation concentrating on the areas shown as needing improvement. Oftentimes, an employee will be honest with himself or herself after taking time to review their performance and reading the points or factors indicated by the reviewer.
- If after taking time and reviewing the evaluation you still find that the evaluation or criticism of your performance is not valid or factual, compose responses on a separate document indicating why the criticism is not valid or legitimate.
- Again, do not respond with emotions. Take time to prepare a response based on facts void of emotion or guessing. With thorough, well thought out reasoning, indicate in number format corresponding with each evaluation factor in question, why the criticism is unfounded or incorrect.
- Call your supervisor or performance reviewer and request a time to meet. Provide the reason for the meeting. At the time of your meeting, present your case.
Even with your facts in place and well-detailed, documented information provided in a professional manner, you may still leave the meeting with the evaluation as it was originally presented. However, at least you have presented your case and have been heard. If you feel the criticism is still an issue, ask to go up the chain of command to voice your concern.
However, be aware that any response can be held against you later. Even though it is not reasonable or legal for supervisors or management to hold an action presented in this fashion against you, people are creatures of habit. They will keep things in the back of their minds to be used later.