Between the feeling of being thrust into the spotlight, the one-on-one setting with your manager and the gravity of what’s at stake, performance reviews can feel pretty uncomfortable. And when you’re made to feel uncomfortable, sometimes you aren’t always the most conscious of (or careful with) your words. But if there’s one time that you want to communicate effectively, it’s then. After all, your performance review is often the one chance you get to push for a raise, secure a promotion or even save your job.
To make sure that you don’t unintentionally sabotage yourself, we’ve put together a list of things that you’ll want to avoid saying. Steer clear of these words, and you’ll be that much closer to passing your performance review with flying colors.
1. “That wasn’t my fault”
It’s human nature to defend yourself. But when it comes to your performance review, check your ego at the door.
“Now is not the time to go into a long explanation about why a mistake wasn’t your fault… Even if it’s the truth, it makes you look unprofessional, vindictive and lacking self-awareness,” says career coach Jena Viviano. “Instead of saying it wasn’t your fault say, ‘I appreciate the feedback and that is definitely something I’m working on for the future… Now probably isn’t the time, but perhaps we can schedule another time to discuss.’ This gives you the opportunity to collect your thoughts, come to the table calmly and pragmatically explain the incident.”8 Ways to Guarantee a Successful Performance Review
2. “Yes, yes, yes”
While you don’t want to dismiss your manager’s feedback, being too quick to say yes isn’t the right move either.
“‘Yessing’ your manager to death might seem like a good way to appear agreeable, but nothing could be further from the truth. True leaders are not yes people nor do they like to surround themselves with yes people,” says Scott Stenzler, founding partner of recruiting firm Atlas Search. “Research shows that yes people tend not to think independently, can be intellectually dishonest, lack sincerity and often add little to no value to the organization.”
Instead of simply “yessing,” show your manager that you understand and acknowledge their feedback.
“Let your manager finish their thought. Don’t eagerly chime in before they finish speaking — instead, pause momentarily to make sure they’re done, which has the double benefit of indicating that you’re carefully considering their point, and only then let them know you agree. . .
Hat Tip To: Glassdoor Blog