Do not quit over a poor appraisal

Oct 26, 2009

JACOB quit his job after getting a poor performance review. He had worked with the company for three years and it was the first time he was getting a negative appraisal.He says he felt the new boss did not like him and that it was just a matter of time be

By Carol Kezaabu

JACOB quit his job after getting a poor performance review. He had worked with the company for three years and it was the first time he was getting a negative appraisal.He says he felt the new boss did not like him and that it was just a matter of time before he got fired. The review was unfair and overly exaggerated.

It is one thing to get a job and another to keep it. Companies have different ways of checking on their employees to ensure that they are getting the work effectively done. The periodic appraisal is one of the ways employees’ effectiveness or usefulness is assessed. Another common appraisal is at the end of the probation period, before an employee is fully taken on.

Albert Kakama, the human resource manager of the Uganda Management Institute, says one should never quit a job just because they have been given a poor review.

The first thing is to identify the performance gap. Why did you get a poor performance review? You need to know what went wrong before you can correct it.

If, like Jacob, you feel the review was unfair, talk to your employer and explain why you feel you have been unfairly appraised. The best way to do this is to have a documentation of your accomplishments throughout the year.

The problem could be environmental; the working conditions might be hindering your performance, for instance, if you are being bullied at your workplace or if you do not have all the necessary tools to help you with your work.

It could be personal ability issues affecting your performance like having the wrong qualifications for the job. If you have overqualified yourself on your CV, you will find it difficult to meet the performance standards that the job requires.

Kakama says the problem could also be structural; whereby one has been placed in the wrong department or lacks a supervisor yet the work needs constant guidance.

The poor performance could also be due to ambiguity of roles; if one’s specific roles in the department or organisation have not been clarified.

In such a situation, the worker may end up ignoring some of his or her duties and probably over-stepping into another person’s job. Depending on the cause, there is always room for improvement.

“You should come up with a performance improvement plan if you want to keep your job,” says Kakama.
“Draw up a plan on how you can improve, especially in the areas where you got criticism.”

If it is not a personal issue, tell your boss so that the company’s inefficiencies are not blamed on you.
Usually, you are allowed an opportunity to improve.

Work towards a better grade

The employee

  • Listen to what the employer has to say because their input is invaluable.

  • Do not argue against the review if the claims have validity. Expressions of anger and hostility indicate that you are unable to take criticism.

  • Take notes so that you are clear on what the employer is not happy with.

  • Change those behaviours that are leading to poor performance

  • Stay positive

  • Keep a file documenting your accomplishments so that you have evidence of how you have improved since the last review.

  • Work closely with your employer so that you are clear on the expectations and requirements of the job.

  • Seek the advice of a trusted colleague.


  • The supervisor

  • Do not wait for the annual performance appraisal to tell the employee that he is not meeting the performance standards. If anyone is failing to meet the required standards, warn them in advance and advise them on improvement.

  • Provide counselling for the employee about his or her performance problems.

  • Do your part to ensure that the employee is happy and able to work comfortably.


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