Tell me about a time when you got a performance rating you disagreed with.

Question

Anonymous · Accepted Answer

During my Data Analyst internship at Infolabs, I participated in a project where
I collaborated with a team of five to develop machine learning prototypes and
conduct large-scale data analyses. At the end of the project, each intern
received an evaluation from our direct supervisor. I was surprised to find that
my performance rating was lower than I expected, given the contributions I felt
I had made.
Task:
I wanted to understand the basis for the rating and felt it was important to
clarify any discrepancies between my self-assessment and the supervisor’s
perception. My goal was to maintain a positive relationship while advocating for
the work I had done.
Action:
I requested a brief, one-on-one meeting with my supervisor. In that meeting, I
calmly listened to their feedback to understand their perspective fully. Then, I
shared specific examples of my contributions:
 * How I had taken the lead on cleaning and preprocessing a particularly
   challenging dataset.
 * My involvement in training a machine learning model that boosted predictive
   accuracy by 57%.
 * The additional responsibilities I took on when another team member became
   unavailable.

I also provided the documentation and metrics I’d been tracking to illustrate
the impact of my work. By centering the conversation on factual evidence and
outcomes, I was able to highlight aspects of my contribution that might have
been overlooked initially.
Result:
After reviewing these points, my supervisor acknowledged that some of my
behind-the-scenes work wasn’t fully visible to them. They updated my performance
file to reflect my efforts more accurately, and we agreed to have more frequent
check-ins going forward. This experience taught me the value of proactive
communication and documentation, ensuring that both my manager and I have a
clear view of my responsibilities and achievements.

Anonymous · Answer

During my tenure at Cisco, I participated in a project where I collaborated with
a devops team and testing team to accomplish the resource allocation . At the
end of the project, each intern received an evaluation from our direct
supervisor. I was surprised to find that my performance rating was lower than I
expected, given the contributions I felt I had made.
Task:I wanted to understand the basis for the rating and felt it was important
to clarify any discrepancies between my self-assessment and the supervisor’s
perception. My goal was to maintain a positive relationship while advocating for
the work I had done.
Action:I requested a brief, one-on-one meeting with my supervisor. In that
meeting, I calmly listened to their feedback to understand their perspective
fully. Then, I shared specific examples of my contributions:
 * How I had taken the lead on documenting the current resource allocation and
   new resource allocation based on my experience.
 * My involvement in proper resource allocation resulted in 25% reduction of P1
   issues due to resource allocation.
 * The additional responsibilities I took on to get all resource approvals and
   helm script changes went unnoticed.

I also provided the documentation and metrics I’d been tracking to illustrate
the impact of my work. By centering the conversation on factual evidence and
outcomes, I was able to highlight aspects of my contribution that might have
been overlooked initially.
Result:After reviewing these points, my supervisor acknowledged that some of my
behind-the-scenes work wasn’t fully visible to them.  we agreed to have more
frequent check-ins going forward. This experience taught me the value of
proactive communication and documentation, ensuring that both my manager and I
have a clear view of my responsibilities and achievements.

Anonymous · Answer

I've worked for startups and haven't had a lot of formal performance reviews,
but when I worked for Verizon, I did get a "performing" rather than exceeding
expectations rating for one of my reviews. I'd been tasked with relaunching a
feature into a new product line, and as part of the execution of the relaunch we
hit a number of major snags with the data architecture of the core product. It
made the onboarding of the new product awkward and I pushed back on this quite a
lot, which was frustrating for my teammates in the core product. Upon
reflection, I'd have approached the shared data structure problem from a broader
perspective and asked for help positioning potential solutions that would work
for both our products.

Tell me about a time when you got a performance rating you disagreed with.

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