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You just received a critical performance review. How can you turn things around?

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A critical performance review can be a devastating blow to your confidence, motivation, and career prospects. But it doesn't have to be the end of the road. You can use this feedback as an opportunity to improve your skills, relationships, and results. Here are some tips on how to turn things around after a negative evaluation.

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DHANASAK CHULLAKESA

Kindly follow me ~ Happy to Connect via Follow | Talent Acquisition Advocates | Life & Inspirational Quotes |…
Salini Raval

Assistant Manager (HR) at Gujarat State Petroleum Corporation Ltd
Adriana Pérez Gallego

T&D/Performance/Training/Culture/DE&I/Leadership/People/HR

1 Accept the feedback

The first step is to accept the feedback without getting defensive, angry, or dismissive. Even if you disagree with some of the points, try to listen with an open mind and acknowledge the areas where you need to improve. Thank the reviewer for their honesty and professionalism, and ask for clarification if anything is unclear. This will show that you respect their opinion and are willing to learn from your mistakes.

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Adriana Pérez Gallego

T&D/Performance/Training/Culture/DE&I/Leadership/People/HR
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Openness...This is a world of perceptions so you should put in practice the act of listening: What do the other have to tell me? Take time to understand the "other's pain", complaint or comment and end with a big smile and say: Thanks you!

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Michaell Nunes

Gest?o Empresarial | Gest?o Administrativa | Gest?o Financeira | Gest?o de Pessoas | Lideran?a
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O feedback pode ser a chave para a mudan?a que esperamos. Muitas vezes acreditamos que estamos indo bem, mas é importante que alguém venha e traga a vis?o sobre os pontos que n?o conseguimos enxergar. N?o levar isso para o lado pessoal, entendendo que podemos e devemos nos adaptar a diferentes realidades e que essa é uma oportunidade de crescimento, é fundamental. Além disso, é importante que a gente tire dúvidas e esclare?a os pontos que possam ter ficado nebulosos, para que nada fique com duplas interpreta??es ou que a gente crie ideias ou suposi??es que n?o foram exatamente o objetivo daquele feedback.

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2 Analyze the feedback

The next step is to analyze the feedback and identify the root causes of your performance issues. Is it a lack of knowledge, skills, or resources? Is it a mismatch between your expectations and the goals of the organization? Is it a personal or interpersonal problem that affects your work? Be honest with yourself and try to find out what you can do differently to meet the standards and expectations of your role.

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Wanderson Felix (Wand)

Analista de Comércio Exterior | Importa??o | Exporta??o | Desembara?o Aduaneiro | Projetos Aduaneiros | Atendimento ao Cliente | Mentoria para Recoloca??o no Comex | Produtor de Conteúdo | Prepara??o para Entrevista
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Analise com cuidado tudo aquilo que foi dito a você. Isso n?o dá pra fazer em um momento que você estiver muito cansado ou stressado com algo. Você deve fazer esse análise quando estiver calmo e centralizado. Veja quais os pontos de melhoria que você pode criar e aprenda com os erros. Crie planos de a??o e vai percebere a sua evolu??o.

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3 Make an action plan

The third step is to make an action plan to address the feedback and improve your performance. Set SMART (specific, measurable, achievable, relevant, and time-bound) goals for yourself and outline the steps you need to take to achieve them. For example, if you need to improve your communication skills, you could enroll in a course, read a book, or seek a mentor. If you need to improve your productivity, you could use a planner, prioritize your tasks, or delegate some of your workload. If you need to improve your relationships, you could seek feedback, apologize, or resolve conflicts.

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4 Communicate your plan

The fourth step is to communicate your plan to your reviewer and other relevant stakeholders, such as your manager, colleagues, or clients. Explain what you have learned from the feedback, what you are going to do to improve, and how you will measure your progress. Ask for their support, guidance, and feedback along the way. This will demonstrate your commitment, accountability, and professionalism, and help you build trust and rapport with them.

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5 Implement your plan

The fifth step is to implement your plan and take action to improve your performance. Follow through on your goals and steps, and track your results. Seek feedback regularly and adjust your plan as needed. Celebrate your achievements and recognize your efforts. Don't be discouraged by setbacks or challenges, but use them as learning opportunities. Remember that improvement is a continuous process, not a one-time event.

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Salini Raval

Assistant Manager (HR) at Gujarat State Petroleum Corporation Ltd
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It's a part of everyone's career path, and ups and downs are a part of life as well. Things to consider in my opinion are: 1. Stay calm and open minded about the review. A healthy discussion with the Reporting Officer, listening carefully, understanding where you lack and need improvement. Ask for clarification where required. 2. Secondly, one needs to reflect on feedback and suggestions by Reporting Officer positively. 3. Seek guidance from a mentor if required and make an action plan outlining the steps to address the areas of improvement. Set goals and deadlines. 4. Periodically revisit the action plan and track the progress. Discuss the development with Reporting Officer and seek guidance. Above all, STAY POSITIVE during the process.

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6 Review your plan

The sixth step is to review your plan and evaluate your performance after a certain period of time, such as a month, a quarter, or a year. Compare your results with your goals and the feedback you received. Identify what worked well and what didn't. Recognize your strengths and weaknesses. Acknowledge your growth and development. Share your outcomes and insights with your reviewer and other stakeholders. Thank them for their support and feedback, and ask for their suggestions for further improvement.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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DHANASAK CHULLAKESA

Kindly follow me ~ Happy to Connect via Follow | Talent Acquisition Advocates | Life & Inspirational Quotes | #solarcellsystem #selfsufficiencyeconomy #farmtofood
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Performance review is a result of annual Goal, Target settings and it is quite objective. So, should you received a critical one, then you did not achieved your commitment. It is advised that you accept the feedback positively. Do not intervene unless you got fact and prove that you did not otherwise Come back to communicate to your manager with action plan and must be time bound to turn things around ASAP Actually, it should not come this far in the process and should have been reviewed during midyear or middle of the performance process.

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You just received a critical performance review. How can you turn things around?

1

2

3

4

5

6

7

1 Accept the feedback

2 Analyze the feedback

3 Make an action plan

4 Communicate your plan

5 Implement your plan

6 Review your plan

7 Here’s what else to consider

Interpersonal Communication

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You just received a critical performance review. How can you turn things around?

1

2

3

4

5

6

7

1 Accept the feedback

2 Analyze the feedback

3 Make an action plan

4 Communicate your plan

5 Implement your plan

6 Review your plan

7 Here’s what else to consider

Interpersonal Communication

给文章评分

感谢您的反馈

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