What Not to Say in a Performance Review

Betwixt the feeling of being thrust into the spotlight, the one-on-one setting with your director and the gravity of what'southward at stake, performance reviews can feel pretty uncomfortable. And when you're made to feel uncomfortable, sometimes you aren't e'er the most witting of (or careful with) your words. Simply if at that place's 1 time that you lot desire to communicate effectively, it's and so. After all, your operation review is often the i gamble y'all get to push for a raise, secure a promotion or even save your task.

To make sure that you don't unintentionally sabotage yourself, we've put together a list of things that yous'll want to avoid saying. Steer clear of these words, and you'll be that much closer to passing your functioning review with flight colors.

ane. "That wasn't my fault"

It's man nature to defend yourself. But when it comes to your performance review, bank check your ego at the door.

"Now is not the time to become into a long explanation near why a mistake wasn't your error… Fifty-fifty if it's the truth, information technology makes y'all look unprofessional, vindictive and lacking self-awareness," says career coach Jena Viviano. "Instead of proverb information technology wasn't your fault say, 'I appreciate the feedback and that is definitely something I'm working on for the future… Now probably isn't the time, only perhaps we tin can schedule another time to discuss.' This gives you the opportunity to collect your thoughts, come up to the table calmly and pragmatically explicate the incident."

2. "Yes, yes, yeah"

While you lot don't want to dismiss your manager's feedback, being too quick to say yes isn't the right motility either.

"'Yessing' your manager to death might seem similar a good way to appear agreeable, only nothing could be further from the truth. Truthful leaders are not yes people nor do they similar to environs themselves with yes people," says Scott Stenzler, founding partner of recruiting business firm Atlas Search. "Research shows that yes people tend not to call back independently, can be intellectually dishonest, lack sincerity and often add together picayune to no value to the arrangement."

Instead of simply "yessing," show your manager that you sympathise and acknowledge their feedback.

"Let your director end their thought. Don't eagerly chime in before they terminate speaking — instead, pause momentarily to make sure they're washed, which has the double do good of indicating that you lot're carefully because their point, and simply so let them know you hold," Stenzler recommends. "Just most importantly, be sure to follow information technology up with all the reasons why yous concord."

3. "Yous said/you did..."

It'due south advice 101 — when discussing a sensitive topic, never lead with "you lot" statements. In a functioning review, this might include statements similar "you said I was going to get a raise," "you didn't conspicuously outline expectations," etc.

"'You lot' statements can come across every bit accusatory and arraign ridden," says Jen Brown, Founder + Managing director, The Engaging Educator. "Instead of 'you,' focus on 'I' — I understood, I'm confused, I'd like to discuss."

4. "But…"

Going one step farther, adding a "but" can be even more antagonizing.

"When you couple a 'you lot' statement with the discussion 'but,' y'all've created an argument," Dark-brown says. "For example, if you said… 'You said [x], but I think [y],' you've elevated your ain opinion above the other, leading to a confrontational state of affairs" — the last thing you lot want during a performance review.

To go your point across in a non-confrontational manner, yous only need to make a minor tweak.

"Instead of 'just,' the word 'and' works just as well," Dark-brown says. "Taking the higher up example again, the conversation could sound like: 'I heard you lot say [10] and I've been thinking [y], can we discuss this further?' [This] will open conversation instead of elevating one opinion above some other."

five. "Information technology was actually a team effort"

Lots of people take trouble taking a compliment. Merely if at that place'south i fourth dimension you don't want that to happen, it'due south during your performance review — your number i moment to prove the value that you bring to your company.

"Although it'southward important to give credit where credit is due, it's equally important not to deflect your personal accomplishments to other people," says Apr Klimkiewicz, career passenger vehicle and owner of elation evolution. "If your supervisor is congratulating y'all on a task well done, say 'Thanks! With the help of the squad, I was able to achieve the goals nosotros ready forth. I'm very proud of this accomplishment.'"

6. "This isn't fair"

This phrase is improve suited for the elementary school playground than the office.

"Aside from sounding like a kid, the idea of something beingness 'fair' in the workplace is pretty subjective and emotional," Brown says. "Think about why you feel it isn't fair. Use specific language to ascertain what isn't off-white — and if you keep getting back to 'Information technology isn't fair,' peradventure you have hurt feelings."

"These are valid — only exist certain to temper the emotional response with facts, specially in a review," Brown continues.

7. "Can I accept a enhance?"

Let me exist articulate — your performance review is absolutely a swell fourth dimension to brand your case for a raise, merely request for it point-blank like this is probably non going to convince anyone.

"Now is non the time to say you demand a raise. Now is the time to show and show you lot deserve a enhance. In that location is a large difference," Viviano says. "Come to your performance review with a clear agreement of your accomplishments and how they've provided results for the company. Then when it comes for you to speak during your review, talk about the things you've achieved that you'd like to highlight."

Once you've proven your value, you can talk almost why you deserve a heighten.

8. "That's not part of my job clarification"

It might not be written in your job description, but if you want to be seen as a top performer, going above and beyond to help from time to time never injure.

"Almost every job clarification ends with, 'and other duties every bit assigned.' Stating that some function is not part of your job description tin make it look like you're trying to shirk piece of work," Klimkiewicz says. "Instead, be a squad player and let your supervisor know you were non clear that particular duty was expected of you, but now that you know, you'll be taking it on."

nine. "What nearly so-and-so?"

There'due south a fourth dimension and a place to bring up concerns about a colleague to your manager, but your operation review isn't it.

"When yous talk about people who aren't there, you're avoiding the human relationship in front of y'all. It'south really piece of cake to talk about another person when they aren't at that place," Chocolate-brown says. "Instead of deflecting, remember about why you are bringing someone else upward. Are you apprehensive? Are yous trying to avoid the real meat of the situation? Reverberate on the why and address the existent result."

10. "I know"

Again, recognizing the feedback that your manager gives you is crucial, merely a statement like "I know" tin can come off the wrong way.

"This can audio defensive to your supervisor when they are trying to requite you constructive feedback," Klimkiewicz says.

"Keep in listen that 'I know' can exist heard as 'so what.' And if you say 'I know' enough, so y'all run the risk of sounding like a know-it-all, which is not a skillful look," Stenzler adds. In improver, "if you recognize at that place's an area where you lot can improve, just acknowledge it by merely saying 'I know,' then all you have accomplished is making it clear that you encounter at that place's a problem but don't intendance plenty to find a solution," he says.

Instead, Stenzler suggests "[coming] to your performance review prepared with a clear set of deportment which you have implemented, or plan to implement to remediate that weakness. Exist prepared to explain why some things worked and why others didn't. Your managing director took the time to prepare for the review, you should, too."

11. "I'1000 not good at that"

Performance reviews are all virtually growth, and phrases like this show an unwillingness to change and develop.

"In Carol Dweck'southward groundbreaking book Mindset, she teaches that the almost successful executives are the ones who are able to move slightly outside of their condolement zone… Our clients, the companies nosotros place people with, e'er report a higher rate of success hiring professionals who apply a growth mindset," Stenzler shares. "Let your manager know that you are willing to have on new responsibilities and are prepared to put in the hard work to grow into increasingly challenging roles within your system."

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Source: https://www.glassdoor.com/blog/never-say-performance-review/