Jennifer Newman: How to survive a poor performance review

Whether you're slacking off or working hard, a poor performance review can happen to anyone.

According to workplace psychologist Jennifer Newman,it's normal to get some hard-to-take feedback over the course of your career, but it alwaysstings.

She joined host Rick Cluff on CBC's The Early Edition to offer tips on how to survive the dreaded poor-performance review.

RickCluff:What are the common reactions workers experience when they're told their work isn't up-to-snuff?

Jennifer Newman:This type of feedback is hard to take.Workers can feel angry.

It's common to think 'what the heck, I've been giving these people everything and that's what I get for it.'Workerscan feel surprised and then, there's fear: 'Is this putting my job on the line?'

Some dismiss it to a 'here we go again'response, and, some are hurt, while others take it to heart and try harder.

When you get this type of feedback, the key is to allow yourself to feel whatever you feel, and, then work eventually to calm yourself, so you can take the next step.

After a worker has calmed down sufficiently, what's next?

Once a worker is relatively calm, they can start to really analyze the feedback.It's a way of figuring out what is really being said about your work.

Examine what's been said to see if it has anything to do with your skills.

For example,I worked with an employee who had mostly good reviews except this time.She was told she was too slow in giving information to her boss.The information was delivered using a system she hadn't been trained on.She'd been figuring it out on her own, which made her slow down.

Now, if the feedback is about making errors, this can happen if workers don't have the right tools.Check to see you have the skills needed or the tools to do what's being asked.

How about personal problems, sometimes workers are going through a hard time and it affects their work?

If a worker usually gets good or even excellent reviews and there's a change, it can point to something personal.If that's happened it's important to recognize you might need some assistance.

For example,I worked with a manager who relied on an excellent employee for help.Things started to slip after the worker went through a divorce.The manager was able to offer the worker support.

The workerwent forcounsellingwith his EAP program, and the manager relieved him of some duties while he got back on his feet.

What happens if a worker isn't motivated and they're getting feedback they aren't doing their job properly?

That's an important part of the analysis.Besides making sure you have the skills, resources and enough stability in your personal life, to do the job, there's the question: 'Do I really want to do this job?'

If your performance is lacking because the job doesn't use your strengths is uninteresting or doesn't fit your values that's important to understand.

If a worker doesn't really want to do the job it can show up in poor performance.And, if you haven't been given regular feedback that can be a de-motivator, too.It'll seem like no one really seems to care about the job you do.

So, afteranalyzingthe feedback, what can a worker do to handle things?

A calm, non-defensive analysis is used to make changes in how you do things.Once you've digested what's been said, go back and talk about what may be contributing to your poor performance.

That's not about making excuses, it's about doing something about whatever is contributing to the poor evaluation.

If it's skills, ask for some training or take a course.Ifit's resources talk to your boss about the tools you need.If it's something personal take advantage of your Employee Assistance Program or extended benefits to see a psychologist.

Let your employer know things have been a bit rough lately and get some support.

If it's disinterest in the job talk to your manager about ways to make things more challenging, or ways to use your strengths more.And, if you need to discuss something that's getting in the way of youdoing a great job,go ahead.

Surviving a poor performance can mean taking the bull by the horns andmaking changes everyone will be happy with.

This interview has been edited and condensed for clarity.

With files from CBC's The Early Edition

To listen to the full interview, click on the audio labelled:How to deal with a poor performance review at work