Your #Career : 33 Things you Should Never say During a #PerformanceReview …. To Help Ensure you Get What you Want & Deserve Out of your Next Review, Avoid the Following Phrases
If you work for someone other than yourself, you’re likely to receive an annual performance review from your boss. “When done well, reviews can greatly benefit both the employee and employer,” says Darlene Price, president of Well Said, Inc., and author of “Well Said! Presentations and Conversations That Get Results.” “Unfortunately, not everyone makes the most of these meetings.”
Michael Kerr, an international business speaker and author of “The Humor Advantage,” says it’s tempting and all too easy if you are on the receiving end of a review to express frustration at the process or get defensive. But you should resist the temptation, he says, “because you’ll want to demonstrate that you are truly listening to what’s being said and taking it all in without rushing to judgment,” and that you are open to receiving honest feedback, and willing to learn and grow.
“If you truly do feel the feedback is unwarranted, then a more constructive approach would be to saying something along the lines of, ‘Thank you for that. I’m not sure I completely agree with that assessment but let me take some time to mull it over and maybe we can sit down again next week once I’ve had a chance to consider it carefully,'” says Kerr.
“Save those conversations for another time when you can have a constructive conversation about what needs to change to improve the process.”
To help ensure you get what you want and deserve out of your next review, avoid the following phrases:
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‘If you think I’m bad you should see … ‘
Don’t point fingers. A performance review is rarely, if ever, the time to talk about other colleagues, especially in a critical way. Kerr says this makes you look petty and as though you are passing the blame around or making excuses.
‘I deserve a raise,’ or, ‘Can I have a raise?’ or, ‘I should be making more money.’
Every employee feels this way. “The trick is to use your performance review to prove you’ve earned an increase in pay,” Price says.
“Rather than state the obvious, which may sound demanding and petulant, be prepared to recite three to five documented achievements where you’ve saved or made the company money. Or say, ‘I’m really enjoying my job and growth opportunities within the company. What’s the expected timeline in terms of earning promotions or raises, and what do I need to do to get there?'”
‘Can I give you some constructive criticism now?’
“No!” says Kerr. “Unless that’s part of the review process in your organization, flipping comments around onto your boss will only get their back up and make you look overly defensive and unwilling to accept feedback.” It’s fine to express some thoughts and concerns — and if your boss invites you to give feedback, you should — but be careful not to offend anyone in doing so.
‘What the f—?’ or ‘That’s bulls–t!’
Not using profanity may seem like a no-brainer, yet it’s easy to let your emotions run away with you when you get defensive. “Avoid profanity as it will only make you look aggressive and overly defensive,” Kerr advises.
‘I don’t care,’ or, ‘Whatever,’ or, ‘That doesn’t bother me.’
Blurting out one of these replies after your boss says: “Your 360 assessment this year shows a five point decline in effective listening skills,” or, “Your peer reviews consistently indicate a lack of teamwork,” is a terrible idea.
“Don’t let the death knell of indifference ring during your performance review,” says Price. “It’ll tank your career fast.” Instead, say: “Wow. I was unaware my coworkers felt that way, but I’m glad to know now. Do you have any specific examples you can share that would help me better understand the issue? What steps would you suggest I take to improve in this area?”
‘ … ‘ (Saying Nothing)
Saying nothing is almost as bad as saying any of the above.
“One of the worst things you can do is demonstrate indifference through your body language, facial expressions, or by simply sitting in silence,” Kerr says. “Expressing disinterest will make you come across as disengaged from your job, unconcerned about the goals of the organization, and unreceptive to accepting feedback.” At worst, it can come across as passive aggressive.
Price also believes this is a detrimental error. “An effective two-way performance review is packed with benefits: It can facilitate clear communication between you and your boss; clarify expectations; foster trust; establish goals and a career path; identify training needs; improve performance; reveal that you’re a valuable high-potential employee; and even prepare you for a promotion.” None of that happens if you remain silent, she explains.
“So, always prepare several talking points, questions, and appropriate requests or recommendations. Show your boss that your performance review is a significant event, worthy of your full attention and participation.”
Businessinsider.com | December 7, 2015 | Jacquelyn Smith