Starting and leaving · 6 min read
I got a bad performance review. What should I do now?
How to respond to a bad performance review: what to do in the meeting and after, how to disagree in writing, and how to tell whether it's a warning sign.
The short answer
Take a day before responding, then focus on facts. First, understand the feedback: ask for specific examples and what good performance would look like. Second, decide whether you agree. If parts are fair, agree a short improvement plan with clear goals and check-ins. If parts are wrong, respond in writing with evidence, calmly and briefly. Third, watch for signs of a bigger problem, such as a formal performance improvement plan, a sudden change in tone or being left out of work, and start preparing options. A bad review is common and often recoverable, but it's also useful information about whether this job still works for you.
Key takeaways
- Pause before reacting, then ask for specific examples.
- Agree clear goals and check-ins for anything fair.
- Disagree in writing with evidence where it's wrong.
- Watch for signs of a formal process, and keep options open.
On this pageIn the meeting
In the meeting
- Listen, take notes and don't argue point by point.
- Ask for specific examples of each concern.
- Ask what good performance would look like in your role.
- Ask what support is available.
- Say you'll reflect and respond in writing.
After the meeting
- Give yourself a day to process before responding.
- Sort the feedback into fair, partly fair and wrong.
- Gather evidence: emails, results, praise, timelines.
- Write a short, calm response.
- Propose a plan with goals and regular check-ins.
How to disagree in writing
Keep it short, factual and polite. For each point you disagree with, state what the review says, what happened, and your evidence. Acknowledge what's fair. End with what you'll do next. A calm written record protects you if things escalate and often prompts a fairer view.
Is it a warning sign?
| Sign | What it might mean |
|---|---|
| A formal improvement plan follows | A capability process may have started |
| You're left out of projects and meetings | Your role may be at risk |
| HR joins routine meetings | A formal process is being documented |
| Feedback contradicts recent praise | Something else may be driving it |
Use it to check the fit
Sometimes a bad review reflects a role that doesn't use your strengths. If the feedback is about work you dislike and avoid, that's information. Notice which parts of the job you do well and enjoy, and whether a different role inside or outside the organisation would use more of them.
Illustrative example
Arjun's review says he misses deadlines. He asks for examples and finds two of the three were changed by other teams. He responds in writing with the email trail, agrees on a weekly planning check-in for the third, and his next quarter review is positive. He also notices he dislikes the coordination side of the job and starts exploring analyst roles.
Look after yourself
A bad review can hit hard, especially if your work matters to you. Talk it over with someone you trust outside work, keep your normal routines, and remember that one review covers one period in one role. If stress is affecting your sleep or health, speak to your doctor or use your employer's assistance programme if there is one.
Set up the next review to go better
- Agree two or three measurable goals for the next period.
- Book monthly check-ins and send a short summary after each.
- Keep a running list of results and feedback.
- Ask for interim feedback halfway through, not just at the end.
Questions people ask
- Should I sign a performance review I disagree with?
- Signing often only confirms you've received it. Add a comment such as 'I've read this and disagree with some points; my response follows', then send a written response.
- Does a bad review mean I'll be fired?
- Not necessarily. Many people recover. It becomes more serious if it leads to a formal improvement plan, warnings or a capability process.
- Can I appeal a performance review?
- Check your employer's policy. Some have an appeal process. In the UK, if you think the review is unfair or discriminatory, you can raise a grievance.
- What if the review came out of nowhere?
- Say so calmly: 'This is the first time I've heard these concerns. Can we agree regular check-ins so I can act on feedback sooner?'
- Will a bad review affect my bonus or raise?
- Often, yes, in that year. Ask what would need to change for your next review to be different.
- Should I start job hunting?
- It's sensible to start quietly preparing: update your CV and talk to contacts. Whether to leave depends on whether the feedback is fair and whether you want to stay.
- Can a bad review be discrimination?
- It can, if it's linked to a protected characteristic such as race, sex, disability, age or pregnancy. Keep records and get advice from Acas, a union, the EEOC or an employment lawyer.
Exercises are practice, not evidence of career fit or a qualification. How to read our guides and report a correction.
Sources
- Managing performance · Acas
- State of the Global Workplace · Gallup
How this page is written
Sources support the factual background, not a guarantee that an exercise predicts career fit. Fictional practice material is labelled. Dates record content updates; no independent expert review is implied. More about OffLadder.