How to handle to bad reviews
https://hbr.org/2014/10/what-to-do-after-a-bad-performance-review
Reflect before you react
it’s important to “hold your emotions in check,”
Look for your blind spots
try to seek out those who will be candid with you instead of telling you that the input isn’t true.
“making it clear you are interested in honesty, not consolation,”
Ask questions
Be careful with your tone: You don’t want to appear as if you’re challenging the review.”
Make it clear you want concrete examples of what you should be doing differently.
Make a performance plan
The purpose of feedback is to help you improve in your job, and that requires a detailed plan of action. That may involve learning new skills, reprioritizing your tasks, or reevaluating how you come across to colleagues. Agree with your manager on what you need to do to make changes. “Give yourself thirty days or sixty days to experiment with trying to do a couple of things differently,”
Give yourself a second score
“You could get an F on the exam, but if you get an A on what you do with it, that’s what matters,”
Aiming for a great second score, and perhaps sharing that with your boss will remind you that the negative review is not the end of your professional story.
Look at the big picture
use the review as a springboard for change — and success. “Many, many successful people have failed at various points in their career, and most of them later looked back on it as a real opportunity,”
Principles to Remember:
Do:
- Ask questions and get clarifications — it’s critical to understand the specific ways you can improve
- Take the initiative to make a detailed plan of action
- Remember to see the value in feedback — it can be a springboard for positive change
Don’t:
- Get angry or argue with the feedback — you’ll only make things worse
- Turn only to sympathetic friends to vent — you also need honest mirrors to make sense of the review
- Consider the review the final word — how you react to the feedback is far more important
Reflect on your assumptions. （self evaluation)
- What have I done in the last six months that has contributed the most to the company?
- What could I have done more of?
- What should I have done less of?
- Why do I think I will get a poor review, and why now?
- What specific results did I commit to that I didn’t deliver?
- How does my current performance compare to the past?
- Did I have an interaction with a client or coworker that did not go as I planned? What happened? Why?
focus on the specific work you need to do to improve rather than on an amorphous goal.
showing your boss that you’re capable of graciously correcting an error in a timely manner?
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