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

Question Analysis

This question is designed to assess how you handle situations where you believe you have been unfairly evaluated. It focuses on your ability to provide feedback, address misunderstandings, and demonstrate self-awareness and professionalism. The interviewer is looking for your approach to resolving conflicts, how you communicate with your supervisors, and your ability to reflect on your performance objectively. The STAR (Situation, Task, Action, Result) method is a useful framework for structuring your response.

Answer

Situation: In my previous role as a project coordinator at XYZ Corporation, I received an annual performance rating that was lower than I anticipated. I was particularly surprised because I had successfully led a project that exceeded its goals by 20%.

Task: I felt it was important to understand the reasons behind the rating and ensure that my contributions were accurately recognized. My goal was to have a constructive conversation with my manager to clarify any misunderstandings and seek feedback for improvement.

Action: I scheduled a meeting with my manager to discuss the performance review. I approached the conversation professionally, expressing my appreciation for the feedback and my desire to understand the evaluation better. I asked specific questions about the areas where I could improve and highlighted the achievements and contributions I was most proud of during the year.

Result: Through our discussion, I gained valuable insights into my manager’s expectations and areas where I could enhance my performance. My manager acknowledged an oversight in considering the impact of the project I led and adjusted my rating to reflect my contributions accurately. This experience taught me the importance of open communication and continuous feedback, and I applied this learning to maintain a consistent dialogue with my supervisors in future roles.