Dr Rebel: This may be a rebel's worst nightmare
Today’s question: OMG, it’s that time of the year… my performance review. Any tips on how to survive this time?
Hardly anyone enjoys the yearly performance review, yet it has become a yearly ritual in almost any organisation. When I was still living my corporate life, I remember these were the conversations I least enjoyed, especially when I was reporting to managers who struggled with me being ‘a free spirit’ (as someone from HR used to call me 🤣).
Once, I resolved a crucial issue for the organisation. It was a topic at the core of the company and was in a deadlock for years. The board of directors didn’t know how to proceed, and somehow, this landed on my desk during the year. Seeing it as a challenge, I took ownership of it (besides my regular job). With a team of rebels, we fixed the problem faster and better than anyone expected, saving millions of euros. But at the end of the year, my manager would not want to give me credit for it because we hadn’t included it in my targets for that year. You probably can imagine how I felt … 🤪
Performance reviews
Managers who love structure and control also love the performance management process. Managers who are more visionary and flexible do it because HR requires it, not because they find it deeply meaningful.
Performance reviews have become a tool of control, but they should be a tool for growth.
Most people hate them because they feel it’s more like judgment than support. Especially for rebels, who love freedom and flexibility, performance reviews are extra challenging. Rebels hate the feeling of being controlled. They deviate from the agreements made at the start of the year more often. And they speak up when they disagree, not always very tactfully, which can cause tension in the conversation
Making the worst out of a performance review
Rebels dread performance reviews, and when they become sarcastic, they can make matters worse. Believe me, I’ve been there 🫣.
Here are 5 things NOT to say to your manager during a performance review:
- “This whole system is a joke.”
- “Well, you’re not perfect either.”
- “I’d be doing a lot better if the company weren’t such a mess.”
- “Are we done? I’ve got better things to do.”
- “You’re just picking on me.”
What to do instead?
Here are some tips for rebels to make the best out of the performance review:
- Tone, timing, and framing make all the difference between being seen as a truth-teller or a liability. Think twice before you speak up, and avoid sarcasm.
- During the year, keep informing your manager about the topics you are working on but are not included in your targets. That prevents surprises during the performance review.
- Sometimes it’s just better to shut up and listen. That might be the most effective answer to a situation you dislike.
- Help your manager by explaining that these five sentences are total red flags for you:
- “You have a bad attitude.”
- “If you don’t like it here, maybe you should leave.”
- “This is just how it is. Deal with it.”
- “You’re being difficult on purpose.”
- “Nobody else has a problem with this, just you.”
Don’t lose your spark
Performance reviews may be a necessary part of corporate life, but for rebels and free spirits, they often feel like a frustrating mismatch. Still, with a shift in mindset and strategy, even these rigid rituals can become more bearable, or even meaningful.
By choosing your words wisely, staying proactive, and recognising when to push and when to pause, you can navigate performance reviews without losing your spark. In the end, it’s not about fitting into a system. It’s about finding a way to show your value without compromising who you are.
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