The time for performance evaluations is here again. You are going to have an interview with your manager and you wonder what you will learn. Remember that a performance-related interview should not be a monologue by your manager or a humiliating exercise where you just nod at everything said. If you don't agree with some aspects of the review, say so. It doesn't have to be an unpleasant conversation. On the contrary, you will demonstrate your professionalism and can contribute to your career development.
Fastcompany.com recommends the following steps that can help share your perspective without turning the discussion into a quarrel or you having to leave with feelings of injustice.
1. Keep calm
Listen to your manager's criticism without showing any turbulent emotions. Don't start immediately defending yourself. When he stops talking, express calmly that his performance review is very important to you then ask if you could discuss some points you disagree with.
2. Present examples
You should prepare for the interview in advance by writing down a list of your accomplishments during the period being evaluated. Write down examples of situations when you achieved extraordinary results and engaged in work outside your duties. Just the fact that you have written your accomplishments will show you take the interview seriously and have thought about of your performance.
3. Make sure you understand
Ask your manager for clarification of any criticism. Describe in your own words how you understand it. In this part of the conversation, it often turns out that even when two people say the same thing, they often mean two different things. If your manager gives you a written performance review before the interview, prepare your questions in advance.
4. Improve mutual communication
What you learn about yourself during the interview should not surprise you. If you are surprised, the communication between you and your manager isn't working properly. If your boss doesn't schedule regular, personal meetings to talk about your performance during the reviewed period, ask for such meetings. Show that you are interested in improving and want to hear his feedback. At each meeting, set a partial goal to be met by the next meeting.
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