A difficult performance review can be a stressful and demoralizing experience, but it can also be an opportunity to grow and improve your skills. How can you build resilience and learn from the feedback, rather than letting it affect your confidence and motivation? Here are some tips to help you cope and bounce back from a challenging evaluation.
The first step to building resilience is to acknowledge and accept your emotions, rather than suppressing or denying them. It is normal to feel hurt, angry, frustrated, or embarrassed after a negative performance review, but these feelings do not define you or your worth. Give yourself some time and space to process your emotions, and avoid reacting impulsively or defensively. You can also seek support from a trusted colleague, friend, or family member who can listen and empathize with you.
To get started, it is important to acknowledge, ask questions if the feedback given is about an attribute in your blind zone, but always acknowledge. Move then to developing a growth mindset by breaking things down, planning, and manifesting a consistent effort. Finally put in the consistent effort even when no one’s watching or validating. All this is key to honest self-improvement and development #Risefromtheashes ??
Receiving a difficult performance review can be challenging, but it's an opportunity for personal and professional growth. Building resilience and learning from the feedback provided can help you navigate future challenges more effectively. Difficult performance review is not the end but rather a starting point for growth and improvement. By approaching it with a positive and proactive mindset, you can turn the experience into an opportunity for personal and professional development.
Acknowledging emotions is pivotal; it fortifies resilience amid challenging performance reviews. By embracing emotional awareness, one can glean valuable insights, transforming adversity into a catalyst for profound professional growth.
The next step is to reframe the feedback as constructive and helpful, rather than personal and harmful. Try to see the performance review as a learning opportunity, rather than a judgment or criticism. Focus on the specific areas that you can improve, rather than the general impressions or opinions. Ask yourself what you can learn from the feedback, and how you can use it to enhance your skills, knowledge, or behavior. You can also ask your manager for clarification, examples, or suggestions on how to address the gaps or issues.
Acredito que antes de ressignificar o feedback, é preciso saber se você entendeu o que ouviu, se o retorno fez sentido para você, mesmo que tenha sido duro. Sempre pergunte, compreenda, absorva e só ent?o depois trace as metas de melhorias. Um feedback crítico pode ser difícil de ser dado para a lideran?a também, sendo necessária uma comunica??o assertiva. Uma vez compreendido o feedback, penso em como é positivo ter a oportunidade de se refazer, consertar, inovar e se desenvolver. Um ambiente que te entrega esse retorno com certeza o faz porque quer o crescimento de ambos.
The third step is to set realistic and attainable goals based on the feedback, and create a plan of action to achieve them. Rather than feeling overwhelmed or discouraged by the expectations or standards, break them down into smaller and manageable steps. For example, you can set a goal to complete a training course, update your resume, or seek mentoring or coaching. You can also track your progress and celebrate your achievements along the way.
The fourth step is to seek feedback regularly, rather than waiting for the next formal performance review. By asking for feedback more often, you can monitor your performance, identify your strengths and weaknesses, and adjust your actions accordingly. You can also build a positive and trusting relationship with your manager, and show your willingness to learn and improve. You can seek feedback from different sources, such as your peers, customers, or mentors, and use different methods, such as surveys, meetings, or emails.
In my experience, the root to internalizing feedback is understanding it correctly. It always helps to ask insightful questions. Evaluate how your actions or behaviours were perceived. Seek more context through specific examples, and how the situation impacted result/ people/ process. Identify the key shifts that will pivot you in the right direction, device a plan to achieve the change. Next, check in on a regular basis to review and recalibrate.
The fifth step is to practice self-care and maintain your physical, mental, and emotional well-being. A difficult performance review can take a toll on your health and happiness, so it is important to take care of yourself and balance your work and life. You can practice self-care by getting enough sleep, eating well, exercising regularly, meditating, or engaging in hobbies or activities that you enjoy. You can also practice positive self-talk and affirmations, and remind yourself of your achievements and strengths.
You must always hold space for feelings. Recovering from a difficult feedback discussion can be really tough, and it will only help if you just sit with it, process it, deal with how you feel about it. Allow yourself some down time to unwind (take a mental health day, meet family or friends, take a quick trip, mediate) and relax so that you can sharpen your focus on the actual feedback themes. Let the subjectivity drain through you so you may be ready for an objection assessment of the criticism you received.
The sixth step is to learn from others who have faced similar challenges or overcome difficulties in their careers. You can seek inspiration and advice from role models, mentors, or peers who have dealt with negative performance reviews, and learn from their strategies and experiences. You can also join a network or community of professionals who share your interests or goals, and exchange ideas, feedback, or support. You can also learn from others by reading books, articles, or blogs, or watching videos or podcasts on resilience or performance improvement.
Difficult performance reviews first need to start with all the positives. Let the employee know they are valued and appreciated but these are things that need to be worked on. Even though it may be difficult, we need to remember that performance reviews are not personal attacks on us . Both as the reviewer and the one receiving the review, we need to remember none of us are perfect. We all want to receive constructive criticism to help us become better employees, no matter what level we are in an organization. Remembering that we want to be the best employee at what we do should give us the resilience to want to do better in the future
Difficult performance reviews first need to start with all the positives. Let the employee know they are valued and appreciated but these are things that need to be worked on. Even though it may be difficult, we need to remember that performance reviews are not personal attacks on us . Both as the reviewer and the one receiving the review, we need to remember none of us are perfect. We all want to receive constructive criticism to help us become better employees, no matter what level we are in an organization. Remembering that we want to be the best employee at what we do should give us the resilience to want to do better in the future