How to Handle an Unfair Employee Performance Review

Performance reviews are an important part of any job, providing employees with feedback on their work and giving employers the opportunity to provide guidance and set expectations for the future.

However, sometimes you might receive a performance review that you feel is unfair or inaccurate. In these situations, it's important to know how to respond in a respectful way that ensures your voice is heard.

Take Time to Process the Feedback

The first step in responding to an unfair performance review is to take some time to process the feedback. Don't respond immediately, especially if you're feeling angry or upset.

Instead, take a step back and try to objectively evaluate the feedback. Is there any truth to what your manager is saying? Are there areas where you can improve?

It's quite possible that you'll find that this problem arose as a result of your manager not having insight into your day-to-day performance.

SHRM President and Chief Executive Officer Johnny C. Taylor, Jr. mentions in "How Should a Worker Respond to an Unfair Performance Review?":

...your supervisor may be underinformed about your work activity, so devise a strategy to keep them aware of your accomplishments. Stay in touch with your supervisor to regularly review your success and any changes to your performance.

By taking the time to reflect on the feedback and reasons behind them, you'll be better equipped to respond in a productive way.

Schedule a Meeting with Your Manager

Once you've had a chance to process the feedback, it's important to schedule a meeting with your manager to discuss your concerns.

This meeting should be approached in a professional and respectful manner.

Here are three examples of how to ask your manager to schedule a meeting:

• "I'd like to schedule a meeting to discuss my performance review. I have some concerns that I'd like to discuss with you in person."
• "I appreciate your feedback in my performance review, but I have some questions and concerns that I'd like to discuss with you in more detail. Can we schedule a meeting to go over this?"
• "I was hoping to schedule a meeting to discuss my performance review. I think there might be some miscommunication, and I want to make sure we're on the same page."

What to Discuss During the Meeting

During the meeting with your manager, it's important to focus on the specific areas of your performance review that you don't agree with and to discuss any misunderstandings.

Here are some examples of what you can discuss:

1. Clarify expectations: If you feel that the review was unfair because you weren't clear on your responsibilities, ask your manager to explain the expectations for your role. You can ask for specific examples of what you need to do to meet those expectations.
2. Highlight accomplishments: If your manager overlooked some of your accomplishments, make sure to bring them up during the meeting. Provide specific examples of your work and how it has contributed to the company's success.
3. Discuss areas for improvement: If you're misaligned on the areas where you need to improve, ask for specific feedback on what you need to do to improve and what resources are available to help you.
4. Request more frequent feedback: To avoid any future misunderstandings, ask your manager for more frequent feedback. This will help you stay on track with your performance goals and ensure that you're meeting the expectations for your role.

Remember to approach the conversation in a respectful and professional manner. Be open to feedback and willing to listen to your manager's perspective.

By working together, you can create a plan to address any issues and improve your performance going forward.

Follow Up in Writing

After you've met with your manager, it's important to follow up in writing to document the conversation.

This can help ensure that your concerns are taken seriously and that you're not unfairly penalized in future performance reviews.

Here are three examples of how to follow up in writing:

• "Thank you for taking the time to meet with me to discuss my performance review. Based on our conversation, I want to clarify a few points."
• "I appreciate your feedback during our meeting, and I'm committed to improving in the areas you highlighted. However, I want to make sure that the feedback is accurate and reflective of my work."
• "I wanted to follow up on our meeting regarding my performance review. I think we made some progress in addressing my concerns, but I'd like to continue the conversation to ensure that we're on the same page moving forward."

Focus on the Future

Receiving an unfair performance review can be frustrating and discouraging. However, it's important to respond in a professional and respectful manner.

By taking the time to process the feedback, scheduling a meeting with your manager, and following up in writing, you can ensure that your concerns are heard and documented, and that you're on track to continue growing in your role.