Anybody get negative feedback this performance review cycle? I mean everything negative.

I feel completely blindsided by my Director.

Thinking of setting up a call to refute his feedback. But I wonder if it's even worth it since it seems it's part of a larger plan with another female Senior Director who I didn't get along with during the engagement and really was aggressive towards me.

Of course, once again, the black girl takes the fall.

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Not to sound harsh but at this point the feedback has been submitted so refuting it is probably sounds easier than actually possible. What I recommend is to approach any conversation with a "growth mind set" and do the following:

1.) Immediately get your counselor involved (assuming you have a good counselor and relationship with them)
2.) Reach out to your Talent Consultant (HR) and give them your side of the story
3.) Have both your counselor and talent counsltant to have the conversations with the feedback provider
-During the conversation they need to ask the feedback provider two things
1.) Do they think you have capability to "do the job"?
2.) (If yes to Q1) What are the tangible developmental objectives EY-P needs to prioritize to correct things they believe you fall short on.

If they answer "No" to Q1 then probably no need to waster anymore effort trying to work with this manager because the bias will cloud any future performance

It's hard not to take negative feedback as a personal attack but the goal is to switch things from "you failed" to "EY-P has failed in developing you". That's why it's important to get the other stakeholders (counselor and HR) involved. We don't have a strict "up or out" mentality so investing in your development is more advantageous for everyone

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Lots of good advice; for a change, I will share bad advice based on experience.

a. If you don’t agree with the feedback, and it truly wasn’t a reflection of your performance (and have the mental and emotional strength to fight) then do not accept it and fight it (hopefully you have evidence i.e client feedback, emails saying otherwise etc that you kept along the way). I did not do this early enough. By the time I did it was considered outside the window to challenge any feedback, but I was proud of myself for standing up for me

b. Don’t put your trust on the Talent Consultant more than you need to. They are a part of HR. HR works to minimize/eliminate risk i.e lawsuits to the firm. I would not get too comfortable with them

c. Don’t put too much trust on your counselor either. Your counselor will be come an extension of HR managing you PIP and reporting any conversations and progress around it

d. Assuming you accept/lose the fight and get a bad rating, it may disqualify you from a raise and bonus. Effectively you will get a pay cut due to the inflationary environment

e. Look for other opportunities outside the firm.

Eyp1 has good advice. Some more:
Before you get too fired up, read the feedback very carefully. Try to make this as much about facts vs emotions. Different opinions about if a slide looked fine is very subjective vs differing opinions of the slide being done on time is less subjective.
And Try to get as many facts on your side as possible, including records of positive feedback from the client, peers or bosses. A scenario in which the client liked your work but you didn't get along with your manager due to different work/communication styles makes for a good way to save a poor review.

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Thanks. One of the pieces of feedback was that work that I did all by myself form start to finish was only completed and value add when Person A stepped in and finalized the framework. Not true, Person A merely helped me vlookup one sheet to the next because there were several tabs I had to do before a certain deadline, and couldn't finish before then. Person A did 4 tabs out of 14.

Definitely nothing subjective. I did read again to be sure I wasn't fired up about nothing. Again, I don't think perf, reviews should be surprises. None of the feedback mentioned was every brought up in my course of the engagement. Manager always said " you're doing great! If there's anything, I'll let you know."

@consultant 2 I would correct you but doing so would mean providing additional detail that was too long to share in the original post, and to be honest would be too specific.

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I have had negative reviews based on incidents that were not flat out untrue. I raised the concern to HR and leadership. When they basically sided with my then team lead- (to the point that they considered putting my on a PIP); I started applying to other companies.

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I feel you. I will definitely connect with my counselor on this, and then HR - if needed.

BW here and also been victim of this. I left after trying to fight it and my mentor telling me my leadership was in fact colluding and so sloppy about it that she was on the phone and they didnt know. She told me everything. We both left. Sorry youre going through this OP!

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Damn

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I’ll refer you to Crowe if you’d like

likehelpful

Lots of good advice already, but I’ve had to address this multiple times in my career. I would question and ask for examples and proof for absolutely every line of feedback. Provide an official retort with your proof and backup for everything. DO NOT sign it unless they change it to your satisfaction- find a new job. There’s plenty.

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@OP
Black girl here, I’ve also been in this situation. Feel free to reach out/DM if you ever want to talk about it.

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I’m sorry to hear this crap goes on.

Come over to AWS! We are looking for Engagment Managers. Hit me up for a referral.

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Within Professional Services. Essentially you will help facilitate customer adoption project of AWS services. It does come with some AWS certification requirements after you start but tons of helpful free resources here.

I totally understand and I wish I could say there is better in another big 4 firm but I dont

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I’m sorry this is happening. You should speak with your counselor if you haven’t already to see what can be done

I got mostly positive feedback. My constructive feedback was already a part of my growth plan and I’ve addressed pretty much everything in that list.

Ladies and Gentlemen I have so many horror stories including my current position until if I start to post them here I have to follow it with a good cry.

M2, do tell

Contact HR immediately

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