الحصول على تقييمك السنوي أشبه بالذهاب إلى الأطباء للقيام بفحص دوري، فهو أمر روتيني وضروري وهام جدًا، ولكنك قد تمر ببعض اللحظات

that are confusing, uncomfortable, and awkward. Sitting across from someone for a period of time, whether short or long, and listening to their opinion of your performance and how you do your

work can be truly unsettling.

What’s more, you may feel powerless because you have to take part in a one-sided discussion. You can’t comment on what your manager says, and you have to

keep your composure as much as possible, because when someone criticizes us or comments on our performance, we often become defensive or distracted. Here’s how to handle

Handle these comments like a pro:

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1-Start your meeting on a positive note

غالبًا ما نحضر Meetings This is when we receive a performance review, feeling completely scared and nervous. But it’s better to approach it positively.

When you sit down with the person evaluating you, whether that’s your manager or someone from HR, be friendly and smile broadly. You could say

له مثلاً “أنا اتطلع إلى هذه المحادثة، أريد أن أعلم ما هو تقييمك لأدائي على مدار الأعوام التي قضيتها في الشركة حتى الآن”.

You might also tell them that after the meeting, you’ll give their feedback careful thought and try to learn from it. This way, you may find that your manager treats you

with greater care and patience, and avoids saying anything that might hurt your feelings.

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2-Keep your emotions in check

When someone tells you how you can improve your performance and talks to you about your mistakes and shortcomings, the first thing that comes to mind is all the reasons they’re wrong.

what they say, and that’s perfectly normal—it’s one way of defending yourself.

So when someone criticizes you or gives you feedback on your performance, set aside your emotions and negative feelings, and focus only on what your manager is saying. Don’t be afraid to

ask questions. Researchers say that one of the biggest mistakes people make in this situation is failing to ask about everything they want to know.

الاستفسار عنه.

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3-اطلب استراحة

If the review is ongoing and your manager says something you think is completely wrong and unfair, you may suddenly feel like you’re about to cry or shout. If you know you

might react emotionally, prepare before the meeting. Write down your notes on a small piece of paper so you can be specific and stay focused on

مواضيع بعينها.

But if you can’t regain your composure, ask for a break. Step out of the room to calm down and think about what was said, then return to

Have a conversation and be ready to ask questions.

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4-Ask your manager to evaluate you

You may work with a manager or at a company that avoids giving negative feedback and only talks about your strengths. In that case, you should ask your manager or an HR representative

to evaluate you and share even the negative feedback, including the mistakes you make, so you can avoid them in the future and use that feedback to

improve yourself.

If you’re afraid to talk to your manager, you can have the same conversation with colleagues you trust.

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5-Ask a friend for help

Now you’ve received feedback and answered questions during the review process, but some of your manager’s comments upset you and make you feel uncomfortable. What

What should you do in this situation? The best way to handle it is to go to a friend you trust and ask for help. Talk to them about the whole situation and urge them

to be fair and honest.

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6-Keep things in perspective and don’t overreact

Some people may be unable to handle the situation and may overreact. This is a major mistake that can cost them a lot, because they let negative emotions completely affect

them. So, according to researchers, the best way to deal with this is to make a two-column list. In the first column, write down the criticism directed at you; in the second, write

down what you should not misinterpret. For example, if your manager tells you that you need to be more engaged in meetings, they are encouraging you to participate—not

telling you that you are weak or unimportant in meetings.

Researchers say this list will help you contain the situation, make the most of criticism, and find better ways to address problems.