When given a poor Performance Review with which you strongly disagree, there a four R's to remember when attempting to challenge it:
Receive . Listen to what your Supervisor is saying during the Performance Review Meeting (no matter how much you disagree with it). It is important to remain respectful and willing to listen to all of the Supervisor's comments. You may want to take notes during the Performance Review to record any comments that are made verbally to you, but are not evidenced in writing.
React . When your Supervisor is finished taking you through the various components of the negative Performance Review, make it clear that you do not agree with the evaluation.
Respond . Let your Supervisor know that you will be responding in writing, at a later date, to the performance problems alleged in the meeting.
Record. Take a few days to let your emotions subside, and then respond (in memorandum form) to the Performance Review by addressing each negative comment or rating made and providing a detailed response to same. This memorandum will be your record of your disagreement with the evaluation, should your Employer attempt to impose discipline or terminate your employment for cause relying on the poor Performance Review as grounds for same. It is easier to argue that there is not sufficiently poor performance to justify a summary dismissal, if you have gone on the record at an earlier point in time refuting the validity of the performance evaluation in question.
Note: The information contained in this article is issued to provide general information only. It is not intended to provide legal advice and should not be acted upon without consultation with professional advisors.
