WORKPLACE ANSWER
What should I do if I am given a poor performance review?
Receiving a poor performance review or unexpected negative feedback can be worrying, particularly if you disagree with what has been said or are unsure what happens next.
A poor review does not automatically mean formal action will follow. The first step is to understand the concerns, the examples being relied on and what your employer expects to happen next.
Quick Answer
Start by making sure you understand exactly what your manager believes is not meeting expectations. Ask for specific examples and check these against your objectives, responsibilities and previous feedback.
If you disagree with the review, explain why calmly and provide relevant examples or information. If the review is recorded in writing, consider asking for your response or disagreement to be recorded too.
Make sure you understand what improvement is expected, how it will be measured, what support will be available and when your performance will next be reviewed.
A poor review does not automatically mean you are in a formal capability process. If the situation becomes more formal, ask your employer to explain which procedure is being followed.
Focus on clarity: understand exactly where the gaps are, what success looks like, and ensure your manager provides the tools or training you need to bridge that gap.
What Does a Poor Performance Review Usually Mean?
A poor performance review means your manager believes there are areas of your work that need to improve.
It does not automatically mean you are facing disciplinary action, a Performance Improvement Plan (PIP) or dismissal.
The next step may simply be clearer objectives, additional feedback, training, support or another review after a period of time.
What matters now is understanding:
• what concerns have been identified;
• what examples your manager is relying on;
• what standard you are expected to meet;
• whether anything is affecting your ability to meet that standard;
• what improvement is expected;
• what support will be available;
• when your performance will be reviewed again;
• whether the discussion is still informal or forms part of a formal process.
Check the Feedback Against Your Objectives
Try to understand how your manager has reached their assessment.
Review any objectives, targets, responsibilities or expectations that are relevant to the feedback.
Ask yourself:
• Was the expectation clear?
• Was it previously discussed with me?
• What examples has my manager given?
• Do those examples accurately reflect what happened?
• Is there other information that provides useful context?
• Have my objectives or responsibilities changed?
• Have previous reviews or feedback said something different?
If the concern is vague, ask for specific examples.
Understanding exactly what your employer believes needs to improve will make it easier to respond and understand what is expected next.
What If I Disagree With the Review?
You do not have to agree with every piece of feedback you receive.
If you believe part of the review is inaccurate or does not reflect your performance, ask your manager to explain the concern and provide specific examples.
Then explain your own position clearly and calmly.
You might want to refer to:
• examples of your work;
• performance results;
• previous feedback;
• agreed objectives;
• emails or documents;
• changes to your role or workload;
• relevant circumstances your manager may not have considered.
Focus on explaining why you disagree rather than simply saying that the review is unfair.
You can still engage constructively with the discussion while making clear that you do not agree with part or all of the assessment.
- Should I Put My Disagreement in Writing?
Is Anything Affecting Your Performance?
If there are circumstances that have affected your work, think about whether your manager needs to understand them.
This could include:
• unclear or changing objectives;
• workload or competing priorities;
• changes to your role;
• lack of training;
• lack of resources;
• problems with systems or processes;
• unclear instructions;
• changes within your team;
• a health condition or disability;
• other circumstances relevant to your performance.
Raising relevant context is not the same as avoiding responsibility.
It can help identify why a problem has occurred and what might help improve the situation.
If a disability or health condition is relevant, there may also be adjustments or support that should be considered.
What Support Could Help?
Think about what would realistically help you meet the expectations being discussed.
This could include:
• clearer objectives;
• regular feedback;
• additional training;
• coaching or mentoring;
• clearer priorities;
• additional resources;
• more frequent check-ins;
• reasonable adjustments where relevant.
Be specific about what you think would help and why.
Ask what support your employer can provide and make sure you understand any actions you are expected to take yourself.
Make Sure You Understand What Improvement Is Expected
Before moving on from the review, try to get a clear understanding of what your manager expects to change.
Useful questions might include:
• What specifically needs to improve?
• What standard am I expected to reach?
• Can you give me examples of what good performance would look like?
• How will my performance be measured?
• What timeframe applies?
• What support will be available?
• When will my performance next be reviewed?
• What happens if the required improvement is not achieved?
Clear expectations make it easier to understand what you need to work on and how your progress will be assessed.
If something remains unclear, ask your manager to explain it rather than trying to guess what is expected.
When Does Performance Management Become Formal?
A poor performance review does not automatically mean you are in a formal capability or disciplinary process.
Performance concerns may initially be dealt with through feedback, clearer objectives, support, training and review meetings.
If concerns continue, your employer may move to a more structured performance improvement process, such as a Performance Improvement Plan (PIP), or potentially a formal capability or disciplinary procedure.
If you are unsure whether the process has become formal, check:
• what your meeting invitation says;
• whether you have received a formal letter;
• whether a particular workplace procedure has been referred to;
• whether formal outcomes or warnings are being considered.
Ask your employer directly if you are unsure which process is being followed.
Do not assume that the use of performance objectives, additional reviews or improvement discussions automatically means a formal process has started.
Have Another Performance Meeting Coming Up?
If another meeting has been arranged to discuss your performance, prepare by reviewing the concerns, objectives, examples, support and questions you want to raise.
How Do I Prepare for a Performance Meeting?
Prepare for another discussion about your performance, objectives or concerns.
What happens next depends on the concerns and how your employer manages performance.
You might agree:
• clearer objectives or expectations;
• particular areas for improvement;
• additional support or training;
• regular feedback or check-ins;
• a date to review progress.
If concerns continue, your employer may consider a more structured performance improvement process, including a PIP, or potentially move to a formal capability or disciplinary procedure.
If a PIP is introduced, make sure you understand the objectives, how improvement will be measured, the timeframe, what support will be provided and what could happen if the required improvement is not achieved.
Formal action or dismissal is not an automatic consequence of receiving a poor performance review.
Before any follow-up discussion, make sure you understand what has been agreed and what you are expected to do next.
Frequently Asked Questions
Does a poor performance review mean I'm going to lose my job?
No.
A poor performance review does not automatically mean dismissal or even formal action.
Your employer may first try to address concerns through clearer expectations, feedback, support, training or a period of improvement.
If performance concerns continue, the process may become more formal, but receiving a poor review by itself does not mean that you will lose your job.
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What if I disagree with my performance review?
Ask your manager to explain the concerns and provide specific examples.
If you believe something is inaccurate or important context has been missed, explain your position and provide relevant information.
If the review is recorded in writing, consider asking for your response or disagreement to be recorded too.
Try to focus on the specific points you disagree with and why, rather than simply describing the whole review as unfair.
​
Should I ask for more support?
Yes, if there is support that could realistically help you improve.
This might include clearer objectives, training, coaching, regular feedback, additional resources or reasonable adjustments where relevant.
Be specific about what you think would help and why, and ask your employer what support it can provide.
​
Does a poor performance review mean I'll be put on a PIP?
Not necessarily.
A Performance Improvement Plan is one way an employer may manage continuing performance concerns, but it does not automatically follow every poor review.
If a PIP is proposed, make sure you understand the objectives, timeframe, how improvement will be measured, what support will be provided and what happens next.
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