Just passing it along...

This is an article that Luke shared with us and we thought we would pass it along. Recovering From a Poor Performance Review Dos and Don'ts By Robert Half International You were anticipating a raise. Instead you got blindsided by a less-than-stellar performance review. Whether you expected one or not, a poor evaluation isn’t something you look forward to receiving. But what’s often more important than the news itself is how you react to it. Here are some dos and don’ts to keep in mind: Don’t get defensive. Upon receiving a negative evaluation, you may reject the possibility that you need improvement and try to justify your performance. While you should argue your case if you think the feedback was unwarranted, take a step back and look at the review objectively. Carefully consider your boss’s concerns and determine if they are justified. For example, you may think you should not be penalized for a project that exceeded budget guidelines because you did not formulate the original estimate. But, as the team leader, your boss likely views you as ultimately responsible for keeping costs in line. Do reassess. Also determine if the criticism is really as harsh as it seems. Even if you’re used to receiving flawless marks, an evaluation that contains a handful of suggestions for improvement may be par for the course for most employees in your organization. In addition, your boss may normally point out one or two areas of improvement for every employee — even the top performers — simply to help staff continue advancing their careers. Do improve communication. A negative review should never come as a surprise. If you were shocked by the feedback you received, you and your manager aren’t communicating as well as you should be. To improve things, request a regularly scheduled meeting with your boss. By keeping your supervisor apprised of what you’re working on, you’ll have the opportunity to receive feedback on your productivity and quality of work. You’ll also be able to discuss challenges and ways of overcoming them so your performance doesn’t suffer. Don’t be too hard on yourself. Most people will receive a poor performance review at least once in their career. What will set you apart is how you respond to the feedback you receive. It’s easy to brood and blame yourself. It’s much more difficult to own up to any failings and do what you can to address your weaknesses. Look at the review as a wake-up call: You’ve discovered that something is amiss, and now you have a chance to fix it. Do make a plan. An ideal means of addressing your boss’s concerns is to work with him or her to devise a plan for improvement. Set performance goals and a realistic time line for achieving them. If your manager would like to see you collaborate more effectively with other members of the team, the two of you may agree that you’ll complete a team-building seminar through a local professional association within the next three months. You might also request informal performance reviews with your supervisor after six months, for instance, so you can better track your progress. Above all, don’t let a poor review discourage you. In many cases, with the right attitude and approach, you can rebound and set yourself on a successful path. Consider how the following person dealt with a similar stumbling block: As a skinny, 5-foot-11-inch sophomore, he got cut from his high school’s varsity basketball team. Instead of throwing in the towel, he practiced even harder, played on the junior varsity team that season and attended basketball camps to further strengthen his skills. The following season, he made the varsity team and went on to play professional basketball. He may even be familiar to you. Does the name Michael Jordan ring a bell?