Have you ever received a performance rating that you believed did not reflect your contributions to the company?

Question Analysis

This question is a classic behavioral interview query that seeks to understand how you handle feedback, particularly when it seems unfair or misaligned with your own perception of your performance. The interviewer is interested in your self-awareness, communication skills, and ability to manage conflict or disagreement professionally. They want to know if you can objectively assess your own performance and how you take corrective actions or seek clarification in a constructive manner. The STAR (Situation, Task, Action, Result) method is an effective way to structure your answer.

Answer

Situation:
In my previous role at XYZ Company, during one of the annual performance reviews, I received a rating that was lower than I had anticipated.

Task:
I believed my contributions to a major project, which significantly benefited the company, were not fully recognized. My goal was to understand the feedback better and communicate my perspective to ensure my efforts were accurately reflected.

Action:
I scheduled a meeting with my manager to discuss the feedback in detail. I prepared by gathering specific examples and data that highlighted my contributions and the positive impact they had on the project and the team. In the meeting, I approached the discussion with an open mind, eager to understand the rationale behind the rating. I listened carefully to my manager's perspective and shared my documented contributions and achievements.

Result:
The discussion was constructive; my manager acknowledged the oversight and agreed to adjust my performance rating to better reflect my contributions. Moreover, the conversation strengthened our working relationship, ensuring clearer communication and expectations moving forward. This experience taught me the importance of advocating for oneself while being open to feedback and committed to continuous improvement.