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Video instructions and help with filling out and completing Annual performance reviews sample comments
Hi this is Kathy Goodwin and the number one reason that people call me and hire me to talk about their careers is related to performance reviews sometimes people get a review that they believe is bad sometimes they get a review that it's simply unexpected they expected one thing and they got another whether it's a lot better or a lot worse so today we're going to talk about what happens when you believe your review is not what you wanted it's below what you expected it's even a bad review and we'll talk about some ways you can handle it first I make a big disclaimer this is absolutely not legal advice I am NOT a lawyer I am NOT any kind of an attorney I am NOT even a paralegal or a legal assistant what I focus on when I work with clients is the social cultural and organizational components of careers and that's how do we talk about your career strategy not your a legal strategy although sometimes I will recommend sometimes quite forcefully that you seek legal counsel because it may be in your best interest even if you never end up hiring a lawyer to work for you to at least understand your options I also want to emphasize that your performance reviews should be kept strictly quiet I do not recommend that you discuss your review with your colleagues if you talk to your boss or your human resource department be aware that your words are going to be weighed carefully and could be used against you in the future you may have started out with a so-so review and I've seen people by the time they get done discussing it things spiral in a rapidly downward direction so I recommend not discussing it with your colleagues be very careful when talking to your boss and HR find people outside your organization that who people you can confide in people you trust who are not connected to the company who will see things dispassionately maybe they were in the company once or in the industry but for now they're they have no possible way to influence the outcome of your performance review and their objective your family and friends care for you they're hardly going to be objective but also your friends were special and when you talk about reviews a lot a lot of times they can be alienated because they it seems very negative and they don't understand what happened often we're in families that come from very different kinds of backgrounds and they don't understand the implications they think maybe you did something or maybe you're just such an innocent person trapped in a hopeless situation when the truth is usually somewhere in between so I would recommend be very careful about who you talk to step number one is to take a look at your organization's culture what are the unwritten rules and customs when you do this.