I have a meeting today with my last manager to talk about his feedback review on me. He was a bad manager throughout the entire engagement and made every step difficult. He drastically under scored me and didn’t accurately give feedback. I don’t agree with his review and would like a new one but I’m not sure if that’s something I can even bring up. I’m also not sure how to approach this conversation. He is one of those guys who thinks he is always right and can never fully listen. Help!

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If I was in this situation, I would talk about it to someone who also had visibility to my work (SMs or MDs on the project) and ask them if I was meeting expectations from their view. I would also double back with that manager and have a discussion around those expectations, specific examples of when they thought you weren’t meeting them, etc. Would not approach it in a way that is “I disagree with your review”, but more so diving deeper and poking holes into whatever made them choose that so that he might see he was wrong. Sometimes managers make those reviews just on whether they like you or not and they are not objective.

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I wouldn’t think of it as going above the manager, to me you are asking for advice and getting feedback from another mentor and member of the team! As long as you aren’t talking bad about the manager and focusing on you there’s no problems 👍

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Doubt you can get a new one. I would just ask for specific examples of the feedback they gave and then give your own specific examples of things you think you did well. If no ahha moment between you, then just try not to work for them going forward.

We all have something we could be doing better. I would just try to get that out of the conversation and move on.

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I wouldn’t ask for a new review but I’d consider which of his points are valid (we all have areas of improvement) and which aren’t. I’d acknowledge the areas that need improvement- self awareness is important, and ask him to clarify on the areas you don’t agree with to understand how his expectations weren’t met.

I’d dig on how you two could have worked differently once you’ve gotten clarification- and how in the future proactive feedback and open discussions would be valuable for the two of you to remain in synch, and most importantly for you to have had the chance to improve.

Note that the last bit is more about dealing with someone that is potentially irrational and putting the burden on them to have done their job correctly by working with you on ways to improve per their expectations- which tends to shift some accountability vs. a reviewer crapping all over someone without making any efforts in being a leader.

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His responsibility as a manager is to provide feedback in time and devise a plan for improvement, during that planning you both agree on what meets expectations and what doesn’t- this way you are very clear where you stand should he need to document that you are indeed underperforming, or the opposite if you need proof that you did indeed perform. He must be held accountable for either getting you where you need to be, or take the correct course of action if you can’t- such as rolling you off the project if you become a risk. If he has not done any of the above then how could you have improved? We don’t expect our team to be perfect, and there is leeway to show improvement- but if all he’s done is criticize with no attempts at formalizing an approach on how to solve, then he is partly to blame.

OP - I sent you a DM with a link to something that might help you evaluate the feedback and prep for this discussion. Good luck.

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