Ask the Career Consultant: Bad Review Recovery

Dear Lisa,

I just had my mid-year evaluation and, for the first time in my career, my boss gave me a less than glowing performance review. I was surprised to say the least. What's my next step? How should I react to this? I want to throw something!

- Disappointed AP

Dear Disappointed:

For goodness sakes, please don't throw anything! Instead, let's look at this situation calmly and intelligently. Step away from the phone you are about to throw...

Generally, if we get bad news of any kind, it's a good idea to let everything marinate a bit and let the emotional effects of the feedback settle in. Give yourself some time to process the information before you do anything. That's simply a good diplomatic tactic that any administrative professional should practice. You wouldn't want to do anything you might regret.

Here are a few you might consider:

1. If the information in the review was a surprise to you, asking for additional information is perfectly acceptable. Just make sure to phrase it the right way. Be careful not to sound accusatory in your follow-up questions. In other words, it's probably not a good idea to challenge the boss's judgment. Instead, focus on questions such as, "Can you tell me how that behavior was exhibited?" or "If I were completing this task (or project or whatever the issue) correctly, what process do you see me using? What am I missing? Clarification will help me the next time." The goal is to learn from the review, not accept it and plan revenge.

2. If you disagree with something in the review, set the record straight. Resist the overwhelming temptation to defend. The key is to disagree respectfully by refuting facts with evidence that demonstrates what actually occurred.

3. Maintaining credibility is very important in these situations. You may feel your boss doesn't have faith in your abilities. My suggestion is to meet with your boss to map out a step-by-step checklist for improvement. The mistake that many assistants make is simply signing the review, stewing about the results, but taking no proactive measures to re-build credibility. Deliver weekly status reports to keep your manager in the loop of your short term achievements. Prove to the boss that you are committed to seriously considering the negative aspects of the review.

4. Negative information can hurt, but it can also be a gift. These types of situations can often be a good wake-up call and give you an opportunity to conduct an honest self-assessment. Since this was a first-time negative evaluation, it's very likely it's simply a matter of communicating expectations. Although the performance review process can be flawed, in most cases the process is intended to promote career development by providing employees with feedback (or feed-forward, as I like to call it) on how to improve performance over time.

5. Keep a 5-15 Report. This handy little admin secret could change the way you prepare for your next evaluation. Every week, take 15 minutes on Friday to review your week. What achievements can you highlight? What areas could have used more attention to detail? Keep a file on your computer and save each week's documentation or print them and keep them in date order in a hard file. Make sure to highlight any long-term projects or particular tasks that required learning new skills or applying high-level admin skills. When it comes time for your annual review, these snapshots of your accomplishments will come in handy as you prepare.

6. Take the evaluation in stride and continue to give your best. Don't use a negative evaluation as an excuse to slip into complacency and a less-than-flattering attitude. Instead, a negative review should be a catalyst for improved performance. Bring your best to work every day. Never resort to the "post-review syndrome!" The P.R.S. is a sure guarantee that your next review won't be very positive either.

7. Finally, some managers simply don't know how to conduct an effective evaluation that promotes a partnership. If this is the case, take the initiative and offer some ideas to make the experience educational and focused on how you can both support each other to meet the mission and goals of the company. If your company does not have employees do self-evaluations as part of the complete evaluation process, consider drafting a proposal to include that piece into the process.

In the end, don't let this first time negative evaluation get the best of you. Instead, let your best shine through and use it to your advantage.

Lisa Olsen provides OfficeArrow members with down-to-earth career advice from her extensive experience as a Career Consultant. An author, trainer, speaker and consultant, Lisa’s dedication to building relationship chemistry and helping people power up their potential has been the catalyst for her own success. Learn more about Lisa and her services, including keynote addresses, resume revision, and on-site professional development training here.