A performance review enables the supervisor to determine whether you have met or exceeded your job expectations, or if you have failed to satisfy them. Carter McNamara of Authenticity Consulting, LLC says supervisors should schedule a performance review at six months after the employee’s hire date. Thereafter, the review should occur yearly on the worker’s anniversary date. The performance review may include an action plan, which informs you of the areas you need improve on, how you can attain your goals, and the time frame in which to accomplish them. It should also include a section for you to include your comments about the review.
Read the performance review carefully. The performance review should be a clear-cut assessment of your work and your attitude toward it. It should not include personal attacks, assumptions, hearsay, nor should it be vague. It should state your job expectations and how you have met them. You do not have to respond to the review immediately. Tell your supervisor you’d like some time to go over it and that you’ll submit it the next business day. Take it home with you and read it carefully before commenting.
State the points you agree with. This shows that you know how to acknowledge when others are right. If you succeeded on a project that included your coworkers’ help, acknowledge their input as well. This shows you as a conscientious person who knows how to give credit to–and work with–others.
Think twice before you object. Criticism can be tough to handle; therefore, if your supervisor says something negative about your performance consider it before responding. Ensure you’re objecting because you honestly disagree, and not just because your feelings are hurt. For example, if you know you turned in your assignments on time but the review says you did not, try to include proof with your objection. Go through any emails or find supporting documents that can back up your claim. Write down the reasons for your objections. Approach your objections rationally. Just state the facts and avoid getting personal and emotional.
Include ideas that can improve your performance. For example, if you need training that your supervisor has not suggested, include it in your comments. Use the comments as a tool for expressing your willingness to contribute and grow as an employee.
Performance reviews can mean a pay raise and a promotion. They can also mean a demotion if you’re not performing up to par. Or it can mean no increase. Do not be afraid to comment on your performance review if you feel it’s not justified. Just be tactful and professional about it. You can write your comments on blank paper and attach it the performance review. Your supervisor should forward a copy of the review to the human resources department; a copy should be placed in your personnel file.
- Performance reviews can mean a pay raise and a promotion. They can also mean a demotion if you're not performing up to par. Or it can mean no increase. Do not be afraid to comment on your performance review if you feel it's not justified. Just be tactful and professional about it. You can write your comments on blank paper and attach it the performance review. Your supervisor should forward a copy of the review to the human resources department; a copy should be placed in your personnel file.
Grace Ferguson has been writing professionally since 2009. With 10 years of experience in employee benefits and payroll administration, Ferguson has written extensively on topics relating to employment and finance. A research writer as well, she has been published in The Sage Encyclopedia and Mission Bell Media.