What do you do if your performance evaluation doesn't reflect your ability to work in diverse teams?

Self reflection on your performance without any bais or self defense is necessary to rate your performance against the appraisal result you received. Let there be sincerity of purpose and honesty in the reflection exercise and let it be holistic; consider your technical and non-technical skills performance in working with diverse team. This challenge is common in the oil and gas industry due to the divest teams and operations in the industry.

Cognitive bias is always a concern in many areas of business (strategy, R&D, Sales,...) - It is always a pre-requisite to first think about what you achieved without bias (not always easy...)

Seek clarification: Schedule a meeting with your supervisor or the person responsible for conducting the evaluation. Politely ask for specific feedback regarding your performance in diverse teams. Understand the criteria they used for evaluation and any areas where they believe you may need improvement.

I will re-evaluate internally and I will recheck all the parameters by myself. I can only judge myself in all parameters and try to make a clear strategy for my next steps. It is very important that your team should respect your decision because it is the most important thing to be the leader. To work with a diverse team you need to know the team very closely. You should understand what they want and how they want.

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Engage your supervisor or superior who appraised you in a discussion of the appraisal result to know in clear terms areas you performed below expectations and areas of improvement. When seeking for clarification, listen carefully and don't interfere or try to defend. Ask for specific instances where you would have done better and request for possible suggestions on how such situations would been better handled.

When you're convinced that the feedback is not a true reflection of your performance and level collaboration with team members and others, and there is no concrete evidence of poor performance, it is would be necessary you cite instances and practical examples where your input, collaboration and teamwork contributed to achieving your team and organizational goals.

Stand out as a proactive and influential member of the team, whether working closely with your supervisor or with your teammates and collaborators, depending on your position within the organization. Set clear and specific goals to enhance your performance and establish boundaries to be achieved. This may include participating in training sessions to improve specific skills, as well as sessions to clarify the rationale behind these metrics, seeking opportunities for mentoring, and even taking on leadership roles in diversity and inclusion initiatives. Be proactive and determined in seeking personal and professional growth, thereby making a meaningful contribution to the success of the team and the organization as a whole.

Develop an improvement plan and don't be discouraged to ask for support where necessary. Monitor your progress and ask for feedback from teammates and superiors. Observe others to identify their strengths and learn from them to improve your team performance. Be accessible and accommodating, be intentional.

Genuinely develop interest in other's professional and personal life to foster relationships and team spirit. Network with people in different professional areas with focus on achieving organizational goals. Identify areas of common interest, share knowledge and be relevant to the team. Be accessible, approachable and show empathy when the need arises.