Job performance reviews can be stressful, especially when it seems you are being criticized. Responding in a thoughtful, objective, and proactive manner will make the experience a positive one. How you respond to a performance review alludes to your character and may influence the next review.
Prepare for your review. Think about your performance since the last review. What did you accomplish? What went well? What went poorly? What are some areas that need improvement? Consider writing this down and sharing it with your supervisor in advance of the review.
Listen to your review objectively. Rather than feeling offended, realize that a performance review is meant to be a constructive exercise, not one aimed at undermining you personally.
Remember that everyone has strengths and weaknesses. No one is infallible. Your willingness to consider suggested improvements implies that you are a dedicated employee worth keeping. Listen thoughtfully. If the information you receive is a complete surprise to you, tell your manager that you would like some time to digest everything and request a time to meet again. Do a self-appraisal to think of reasons why your manager might perceive the identified weaknesses. Go to the second meeting prepared to calmly ask questions.
Respond to the review in writing. There should be a section for you to respond with your thoughts and feelings about the review. If not, request the opportunity to respond. Respond in a calm, collected manner. Willingly admit your areas of deficiency and embrace the opportunity improve.
Consider asking for training in areas identified as needing improvement. Contact the Human Resources Department and ask for guidance and information about training. If your company is interested in grooming you for more responsibility, take it as a compliment. Training is expensive and a sign that your company is invested in your growth.
Move on with an eye to the future. Nothing will change if you continue to fume over negative aspects of a performance review. Do not dwell on negativity. If you want to discuss it, keep the tenor neutral and ask questions such as "What can I do to improve my review next time?"
which behavior shows that an employee is proactive