A common “management loss point” is to provide feedback to staff only during the annual performance assessment meeting; or worse, to save the points they want to make during the year for the annual evaluation. Your rebuttal letter should only cover the specific points of the registration with which you disagree, and your rebuttal should also define your perspective in certain terms. Don`t be vague, especially if you can provide evidence. For example, problems can arise when work benefits are assessed less desirable. My assessment of March 15, 2020 contained unsatisfactory performance evaluations. Ask her why she didn`t immediately approach this as a problem: “I`m shocked and surprised to learn that you see it that way. Why didn`t you talk about it at the time so I could talk about it? They still disagree with them and point to an approach that is generally more effective in performance management. If you want to continue the current organization, you need to improve yourself. Prepare a follow-up meeting and tell them that you are seriously looking to improve and that their help is needed.
And then you politely start telling him that certain points are not able to accept and support these reasons and facts. And the most important thing is to specify them, the meeting is not for the expression of disagreements and to understand why such a conflict occurs, what are the shortcomings that result. If this is due to a perception problem and ask him how to solve the perception problem. Repeat again that you don`t want to do it again on your own. Ask his suggestions how you can avoid perception problems, what steps you can take on your part. The letter should never contain anything that would make them believe that they would be attacked personally. If you don`t agree, what can you do? First, ask for suggestions on how to solve the perceived problem, and then implement them. If you really try what he wants you to try, you will be in a better position to win your side of the discussion in the future. It cannot be won if a poor performance evaluation has already taken place. You have to try to correct what it tells you is wrong, really try to fix it, whether you agree or not. If not, you are on the fast track to be fired.
The reasons for these disagreements are always gaps in communication knowledge or gaps. Whatever the reason, it`s that your chief perception is very important to your career. What do you need now? What will you gain if you only disagree? All you need to know is what is his action plan? and the impact of their findings on you. And the most important thing is that you have to make sure it doesn`t happen again. I think my performance as an employee of Name of Company has always been exemplary over the last five years.