Very bad review
August 2, 2017 3:27 AM Subscribe
I just got out from an evaluation that was generalized, vague, and had some outright lies in it.
How do I write my response without pointing fingers? So much of this is inaccurate, generalized, (taking one isolated incident and making it an "issue" requiring an entire section), and a couple of outright lies, but how do I express that in writing? "She's lying!" somehow doesn't seem professional.
Last year's review was perfect. There were a couple of incidents since that, but I thought we had worked through them, when in fact, my supervisor was skulking around taking note of every mistake or misstep. (But not telling me.)
I know, maybe I wouldn't want to work for someone like that anyway. I would like to go with my dignity intact, though, having given my side of the story.
How do I write my response without pointing fingers? So much of this is inaccurate, generalized, (taking one isolated incident and making it an "issue" requiring an entire section), and a couple of outright lies, but how do I express that in writing? "She's lying!" somehow doesn't seem professional.
Last year's review was perfect. There were a couple of incidents since that, but I thought we had worked through them, when in fact, my supervisor was skulking around taking note of every mistake or misstep. (But not telling me.)
I know, maybe I wouldn't want to work for someone like that anyway. I would like to go with my dignity intact, though, having given my side of the story.
Consider whether the written record of the review might look vague and overblown to someone else. If your supervisor is obviously nitpicking or making unnecessary trouble, then a response that expresses calm bafflement might serve you better than being confrontational would. A couple of patently false statements could, if you focus too closely on them, be seen by an uncharitable person to be exceptions that prove the rule.
posted by jon1270 at 3:48 AM on August 2, 2017 [1 favorite]
posted by jon1270 at 3:48 AM on August 2, 2017 [1 favorite]
Agree with others that getting to this point may be counterproductive, but if you do find yourself in a meeting between the bad reviewer and a higher level supervisor one phrase that has served me well as a professional substitute for "what the hell were you thinking?" is "can you walk me through XYZ?"
"The review suggests that I struggled with [blah] and that doesn't reflect my own understanding of how project [blah] went. Could you walk me through where I went wrong?"
Assuming they are generalizing off of very minor issues that should become clear as you give them enough rope to hang themselves.
posted by Wretch729 at 5:58 AM on August 2, 2017 [14 favorites]
"The review suggests that I struggled with [blah] and that doesn't reflect my own understanding of how project [blah] went. Could you walk me through where I went wrong?"
Assuming they are generalizing off of very minor issues that should become clear as you give them enough rope to hang themselves.
posted by Wretch729 at 5:58 AM on August 2, 2017 [14 favorites]
Do you feel this review will reflect poorly on you to your supervisor's boss? Will this have a negative impact on you financially? Are you planning to be there long term or is this just a job for now? Answers to these might change how to approach.
I agree with the others to keep things totally factual ("I turned in the project three days before the deadline") and any opinions will likely need to be kept to a minimum. The outcomes should be the main focus.
Your supervisor was clearly wrong in saving up these incidents for your review instead of talking to you throughout the year. Do you have regular meetings with your supervisor during the year? Would recommend asking, clearly and regularly, for feedback on your performance and take good notes on the feedback you receive.
It's a tough spot to be in and I hope your supervisor can be reasoned with.
posted by Twicketface at 6:00 AM on August 2, 2017 [1 favorite]
I agree with the others to keep things totally factual ("I turned in the project three days before the deadline") and any opinions will likely need to be kept to a minimum. The outcomes should be the main focus.
Your supervisor was clearly wrong in saving up these incidents for your review instead of talking to you throughout the year. Do you have regular meetings with your supervisor during the year? Would recommend asking, clearly and regularly, for feedback on your performance and take good notes on the feedback you receive.
It's a tough spot to be in and I hope your supervisor can be reasoned with.
posted by Twicketface at 6:00 AM on August 2, 2017 [1 favorite]
This is going to sound counter intuitive, but perhaps also ask your manager to help you to develop some SMART goals. That can actually be a way to document your side of the story without being confrontational or accusatory, while also demonstrating that you care about self improvement and bringing your best to the job.
This process will also sort out whether or not your manager actually believes the inaccuracies or wants to manage you out, ding you to reduce the size of your raise and keep costs down, make you the scapegoat for their/others issues, or something else that really isn't about you at all. If it's the latter, of course that's an indicator that you need to move on. I know it sucks to have something like this happen to you, but keep in mind that any review is really just someone's opinion. It's only useful to the extent that it can provide you with constructive, useful feedback. An unfairly negative review isn't going to matter a bit once you move on to your new job.
posted by jazzbaby at 6:00 AM on August 2, 2017 [2 favorites]
This process will also sort out whether or not your manager actually believes the inaccuracies or wants to manage you out, ding you to reduce the size of your raise and keep costs down, make you the scapegoat for their/others issues, or something else that really isn't about you at all. If it's the latter, of course that's an indicator that you need to move on. I know it sucks to have something like this happen to you, but keep in mind that any review is really just someone's opinion. It's only useful to the extent that it can provide you with constructive, useful feedback. An unfairly negative review isn't going to matter a bit once you move on to your new job.
posted by jazzbaby at 6:00 AM on August 2, 2017 [2 favorites]
This happened to me once and the advice I received from my next level supervisor was that writing a rebuttal would actually draw more attention than the one low mark I received. That's a bitter pill to swallow but it turned out to be true. Balanced against all positive reviews before and since, it has never been an issue. You might keep your own notes to refresh your memory if this ever comes up again or becomes a pattern in your evaluations.
posted by tamitang at 6:42 AM on August 2, 2017 [9 favorites]
posted by tamitang at 6:42 AM on August 2, 2017 [9 favorites]
The only time someone took notes on my behavior in a skulking around sort of way was when they were planning on having me fired.
Not saying this is the case, but if it is, start building your fortresses and escape tunnel.
posted by cacao at 7:01 AM on August 2, 2017 [3 favorites]
Not saying this is the case, but if it is, start building your fortresses and escape tunnel.
posted by cacao at 7:01 AM on August 2, 2017 [3 favorites]
What is the ranking system being used? Often, a manager is forced to rank some percentage of their staff as being deficient. "Forced Ranking", "Stacked Ranking" are some terms used. Is that what's going on and your manage must find some way to justify the ranking? Doesn't make it any better, but might explain why it happened.
What is the actual consequence of this? Is the bottom 20% being fired? Is the bottom 20% not getting a raise? Might let it slide unless there's immediate impact.
If you do act on this, I'd say something like "I'd like to dispute how the events of ... were characterized...", or "From my perspective, I acted properly in doing ... because ...". Maybe have a friend write it while you dictate, so that it comes out passionless and professional. Or maybe a friend edit it.
posted by at at 7:44 AM on August 2, 2017
What is the actual consequence of this? Is the bottom 20% being fired? Is the bottom 20% not getting a raise? Might let it slide unless there's immediate impact.
If you do act on this, I'd say something like "I'd like to dispute how the events of ... were characterized...", or "From my perspective, I acted properly in doing ... because ...". Maybe have a friend write it while you dictate, so that it comes out passionless and professional. Or maybe a friend edit it.
posted by at at 7:44 AM on August 2, 2017
A bad review like this means you're already being moved out the door, because no reasonable person lies on a supervisee's review without a motivation, and if the lies make you look bad, their motivation is to make you look bad. Rebuttal isn't going to help you maintain your dignity, even if it seems like it might. "Your side of the story" isn't relevant to hierarchical systems.
I understand how unjust this feels! I have had this happen to me. It infects your confidence and your mental state. In many cases, a supervisor may have reasons they want to fire you but actually can't do it without a negative performance review on file, so even if your performance was not objectively bad, they still have to make it look bad to take the first step in termination.
I still think about when this happened to me on my worst days, though a little short-term CBT therapy for obsessive thoughts really helped me cope. I used my EAP (employee assistance program) benefit to pay for it, so if you have one of those, get your work to pay for your therapy, which felt good.
If there is no work for you to do to actually improve, just file this away as "this person has an agenda that I'm collateral damage to" and lay low until you can get a new job. Polish off your resume and get a head start.
posted by juniperesque at 8:53 AM on August 2, 2017 [1 favorite]
I understand how unjust this feels! I have had this happen to me. It infects your confidence and your mental state. In many cases, a supervisor may have reasons they want to fire you but actually can't do it without a negative performance review on file, so even if your performance was not objectively bad, they still have to make it look bad to take the first step in termination.
I still think about when this happened to me on my worst days, though a little short-term CBT therapy for obsessive thoughts really helped me cope. I used my EAP (employee assistance program) benefit to pay for it, so if you have one of those, get your work to pay for your therapy, which felt good.
If there is no work for you to do to actually improve, just file this away as "this person has an agenda that I'm collateral damage to" and lay low until you can get a new job. Polish off your resume and get a head start.
posted by juniperesque at 8:53 AM on August 2, 2017 [1 favorite]
I actually just got let go from a job where I felt my review wasn't fair. I met with my boss to address my concerns, and his response was "tough shit, that's the way we're doing it". I feel like kind of an idiot for taking all the time I did to prepare my response (it involved a lot of statistics), when I could have been applying for new jobs. That's what you need to do. Don't waste time on this. Either they want you gone, or they're incompetent. Either way, it's a sign you need to get out. Do yourself a favor and give yourself a head start.
posted by kevinbelt at 10:11 AM on August 2, 2017 [4 favorites]
posted by kevinbelt at 10:11 AM on August 2, 2017 [4 favorites]
I think your response should be to update your resume and get the hell out of there before they let you go.
posted by radioamy at 11:22 AM on August 2, 2017 [1 favorite]
posted by radioamy at 11:22 AM on August 2, 2017 [1 favorite]
How do I write my response without pointing fingers?
You have two realistic options:
Get another job, asap, or talk to an employment attorney. They're going to fire you.
I would like to go with my dignity intact, though, having given my side of the story.
It's going to be pointless and humiliating if you try this. The only way this might work for you is if your supervisor is on thin ice and you have a really good relationship with his boss.
posted by empath at 11:56 AM on August 2, 2017 [2 favorites]
You have two realistic options:
Get another job, asap, or talk to an employment attorney. They're going to fire you.
I would like to go with my dignity intact, though, having given my side of the story.
It's going to be pointless and humiliating if you try this. The only way this might work for you is if your supervisor is on thin ice and you have a really good relationship with his boss.
posted by empath at 11:56 AM on August 2, 2017 [2 favorites]
I got a 2 out of 5 in my "performance review" a few years ago. I was flabbergasted at the time.... my manager was not clear that I had done anything wrong. But it became obvious to me later he wanted to give someone in the team a 4 out of 5, and, thanks to the Bell Curve, that meant he had to give someone a 2. It didn't help that he'd only been managing the team for about 2 or 3 months at the time. He got shifted out of that role soon afterwards. But it didn't do much for my self confidence or bonus that year. Hrrm, I guess I don't really have a response other than it's not necessarily a reflection on you, and I know how you feel.
posted by Diag at 4:17 AM on August 3, 2017 [1 favorite]
posted by Diag at 4:17 AM on August 3, 2017 [1 favorite]
I would go to HR now. You have nothing to lose as you are probably going to have to quit or be fired if you let this review stand. Go to HR and say your boss has written a false review and that it is part of a pattern of harassment (if that is the case). Oddly the first person to go to HR has an advantage in a dispute, but it takes a situation like this to make that nuclear option worth the risk.
posted by w0mbat at 9:16 AM on August 3, 2017
posted by w0mbat at 9:16 AM on August 3, 2017
Mod note: From the OP:
No one is going to get fired; transferred maybe. I helped set up this department and when another department moved in with us, I was subjected to language like, "You're not as stupid as you look," By the way, I've used up all my EAP and am now looking for a real therapist.posted by goodnewsfortheinsane (staff) at 5:59 AM on August 11, 2017
This thread is closed to new comments.
Keep your account perfectly factual, with no rancour or rebuttal. You don't need to point out where your supervisor has got things wrong - just clearly state your own account. Mention the couple of incidents that you referred to here, along with the steps that you both took to work through them - incl. your understanding that those issues were closed after those steps were taken. You can also mention your previous excellent evaluation, and even your surprise that things should have turned around so completely without your supervisor having communicated anything to you in the meantime.
Once the process is complete & the dust has settled, then you can make decisions about how long you want to stay there.
posted by rd45 at 3:43 AM on August 2, 2017 [17 favorites]