Employee performance review answers
In this post, you can ref useful information about employee performance review answers. You can ref more materials for employee performance review answers such as: performance review methods, performance review forms… at the end of this post.
I. Contents of employee performance review answers
- Although you have been performing well at your job and completing the tasks in a professional manner, you may receive a negative employee performance review. An employer can give you a bad review due to tardiness, excessive sick days, inappropriate clothing in the workplace or not following the behavioral guidelines of the company. These factors can reflect negatively upon your overall job performance and may violate company policy. If you receive a less than satisfactory performance review, do not respond immediately, as your emotions may get the best of you.
Let your employer explain the reasons behind the negative performance review. According to the Performance Management & Appraisal Help Center, you should get all of the facts before you attempt to answer the review. If there is something you do not understand, ask your boss for clarification and examples. Obtain all of the facts, so that you know what you have to address in your answer. For example, your supervisor claims that you have not completed four projects, but your records indicate that it was two, and you have a good reason. Clarifying the misunderstanding may lessen the negativity of the review.
- Compare the negative review and the points made by your boss to your responsibilities in the workplace and the goals of the company. The Performance Management & Appraisal Help Center explains that some companies will always give constructive criticism during an appraisal. If you are in a company that administers negative reviews only, then your rating may not mean that you have to find a new job.
- Leave the employee performance review meeting to think about your response. Clearly consider your rating and the supporting documentation before you answer your manager. Ask for a second meeting and spend the time calmly discussing the facts presented in the review.
- Make a list of facts that can help support your answer to the review. Do not use personal arguments, such as finances or having to provide for a family. Instead, use factual evidence about performance, like appreciation letters, a list of completed projects, emails from coworkers about delays that may have affected your performance or your good attendance record.
- Remain positive during your second meeting with your boss. Getting a bad review may not mean that you need to look for another job. Rather, your boss might be eager to give you a second chance and let you improve your rating. If your boss is intent on your termination, remain professional and ask for a reference letter. According to Performance Management & Appraisal Help Center, your employer may be willing to write you a reference letter despite terminating your employment.
II. Useful materials for employee performance review answers
• 11 performance appraisal methods
• Top 28 performance appraisal forms
• 300+ performance review phrases
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