What do you do if your performance evaluation affects your chances for a salary raise or promotion?

If your performance evaluation affects your chances for a salary raise or promotion, start by reviewing the feedback thoroughly to understand the specific areas needing improvement. Schedule a meeting with your supervisor to discuss the evaluation, seek clarity, and express your commitment to addressing any concerns. Develop a clear action plan to improve your performance, setting measurable goals and timelines. Regularly update your supervisor on your progress and seek their guidance and feedback. Demonstrating a proactive attitude, continuous improvement, and commitment to growth can help you recover and enhance your future prospects for raises and promotions.

Accountability. I don't know of any of my clients who didn't know a poor review was coming their way. There are a lot of things we don't have control over at work, but ultimately, if performance feedback works the way it's supposed to, it's never a surprise. So, you need to look at the feedback and decide what you own and what is out of your control. The part you own is the piece that you focus on. Here's the catch—what you reflect on has to match the goals and priorities of the manager/team/company. If you are not aligned on this, no matter what you fix, it won't be good enough. The boss has their goals and priorities. Your wins are only wins when they align. Own and fix what you can, but be honest about your alignment.

Aceite as mensagens de feedback e esteja pronto para melhorar. Pe?a explica??es para entender completamente é um importante passo para buscar melhorias.

Poor performance reviews are hard to sit through. You won't think of all the questions you want to ask in the moment. Try to stay present and focused and track what they are saying. Take notes. Clarify as much as you can. When you end the conversation, it's ok to say something like, "This was a tough conversation, and I am going to need some time to digest everything we discussed. Can we set up 30 minutes in a day or two for any questions I may have?" I see these situations go sideways because the manager just wants to get it over with. The employee is p*ssed. No one gets back together to talk, and it devolves from there. If you truly want to come back from a bad review, you have to process the rage and then come back clearly.

Once you have picked your goals/KPIs to track your performance and gains, develop a reporting structure and communication pattern that works for you and one where your boss is positively set up to hear you. This shouldn't be a fly-by water cooler convo or an email. Part of the post-review debris is setting up a cadence of follow-ups that gives you time to accomplish what they are asking for but is not so far apart that you get lost. A boss's willingness to meet is a good indicator of their desire to help you succeed. When you meet in person (Zoom, F2F), draft a follow-up email to highlight the positives and confirm the next steps. Own your success and document it. If there is no progress, own that. Be accountable, and keep in touch.

I am all for trying to turn around a poor review or one that impacts the chance for a salary increase or promotion. Everyone has a growth trajectory, and there truly may be things to improve, and it's warranted. However, self-assessment is key. Own your part in it. Most importantly, decide if it's worth staying. There are some situations where it's never going to work and some where it's 1,000% worth it. The catch is that your boss should be upfront about what you need to do to reach the next steps well before the review. The review should never be a surprise. The more you cultivate communication with your boss about wins, losses, goals, and innovation, the more opportunities for career feedback you will have throughout the year.

If your performance evaluation impacts your chances for a salary raise or promotion, prepare thoroughly for the review by documenting your achievements and contributions. Request specific feedback during the evaluation and ask for ways to improve. If the evaluation is less favorable than expected, discuss the reasons with your supervisor and develop a plan to address any shortcomings. Additionally, seek continuous feedback and take proactive steps to enhance your skills. Demonstrating commitment to growth and improvement can positively influence future evaluations and opportunities for advancement.