What to do if you’re unhappy with your end-of-year performance review

So, you’ve just had your end-of-year performance review, and it’s more disappointing than expected. To avoid any conflict in the aftermath, let’s take a closer look at how you can best handle the situation. 

Employee performance reviews are part of being in the workplace, and sometimes, the feedback might not be what you’d hoped for. Nobody likes being told that they’re underperforming or feel like they’re undervalued. But like everything else in life, it’s how you respond to the criticism that will determine whether you sink or swim.

Hays is here to teach you how to respond if you’re unhappy with your end-of-year performance review. 

Responding to a disappointing performance review at a glance 

There could be several reasons as to why you’re dissatisfied with your end-of-year performance review. Were you seeking a promotion that wasn’t forthcoming? Have you been denied a new position you were pushing for? Perhaps the pay rise your manager proposed wasn’t as significant as you’d have liked? Or, on the other hand, it could be that you weren’t expecting negative feedback. In this case, my colleague, Jane McNeill, has some advice on what to do. 

While we strive for positive feedback and rewards, it’s not uncommon to feel aggrieved or downtrodden following an end-of-year performance review. Though I’d always advise that you take time to reflect in this situation, it’s important to be proactive. Not making any changes is unlikely to yield results moving forward. Make sure you take steps that minimise the chances of a repeat next year. Similarly, it may help you decide whether it’s time to begin, or speed up, the search for a new job.

Read on to find out more:

What to do if you’re unhappy, after your end-of-year performance review

1. Identify exactly why you’re unhappy

I realise that this may sound obvious. However, as I’ve outlined above, your disappointment could come as a result of several factors. Here are some questions to consider:

• Do you feel that any negative feedback was fair or not?
• Did your manager clearly explain their reasoning for the comments?
• If there are several reasons why you’re dissatisfied, which is the most important to you? Are any of the reasons linked? (for example: no promotion with no significant increase in pay)

2. Take the feedback onboard

Even if you’re unhappy with the outcome of your year-end performance review, it’s still important to take note of the feedback. Whether the overall message from your manager was positive or negative, it shouldn’t be ignored. Even if you believe it’s unfair. It’s also important to remember that, in some instances, your direct manager may not have been able to give you what you wanted due to company policies (or factors outside of his/her/their control), even if you’d earned it.

You should receive a copy of your review in written form. But if there were any details or extra points raised during the meeting, be sure to make a list. I’d advise that you divide them into positives, negatives and targets. Regardless of whether or not you stay at the company for next year’s appraisal, this will provide you with advice and a benchmark for any progress or goals.

3. Consider your career goals

Think about your career goals, both in the short term and the long term. Deciding what you want from your career will inform how you perceive your current role.

Are there certain skills you wish to learn in order to achieve those goals? Do you need any accreditations? Are these an urgent priority for you? Maybe salary is important to you in the short term, but experience will be valuable in the long run.

4. Assess your options

You’ve looked ahead, and now it’s time to take action. Consider these questions:

• Will your short-term and long-term goals be met in your current role?
• Are you learning hard skills that will help you in the future?
• Are you getting the experience you need for your desired career path?
• Is there an opportunity to change role in your current company, or can your role be refreshed to suit your ambitions?
• Is your salary in line with what’s being offered elsewhere?

If the answer to the majority of these questions is “no”, then it might be best looking elsewhere to continue your career. Why? At many companies, your situation is unlikely to change until your next end-of-year performance review. And this is a long time to wait if you’re dissatisfied. Any resentment you bear could lead to a decline in your attitude and leave you even more unhappy. 

What if you answered “yes” to the above questions? Great. But in this case, the decision won’t be so straightforward. You’ll need to weigh up your career goals and decide on your priorities. 

It’s worth noting that being comfortable in your current role and company doesn’t mean you should stay where you are, either. As previously discussed, it never hurts to keep your eyes and ears open for a new opportunity. After all, staying in the same place isn’t always the best option. 

5. Start the year fresh

Whether you choose to commit to your current role or to move forward with your job search, it’s important to look ahead. You can’t change the outcome of your performance review, so if you hold some negative feelings towards others (or even yourself), focus on what you can do to improve things. Making an effort will pay off. 

What you need to remember if you’re unhappy with your performance review

A disappointing end-of-year performance review is hard to swallow. But you need to remember that the whole point of it is to help you become better at your job. By following the correct steps, you can ensure that both you and your manager are happy by the time your next evaluation comes around. Or in some cases, it presents an opportunity to search for a new role that is better suited for you and your career aspirations. 

Did you find this blog useful? Check these out next:

• Podcast 40: How to fail well and build your resilience at work
• New Year, New You: how to achieve your career goals in 2022
• Am I in the wrong company culture?