{"id":2662,"date":"2022-05-30T07:39:27","date_gmt":"2022-05-30T07:39:27","guid":{"rendered":"https:\/\/illuminategrowth.com.au\/?p=2662"},"modified":"2025-05-06T06:40:13","modified_gmt":"2025-05-06T06:40:13","slug":"360assessment","status":"publish","type":"post","link":"https:\/\/illuminategrowth.com.au\/staging\/360assessment\/","title":{"rendered":"Help! My Boss Has Scored Me Lower Than Me On My 360 Assessment!"},"content":{"rendered":"

So you have just got your performance review back and…<\/p>\n

Ouch!<\/em><\/p>\n

You can see that your peers…<\/p>\n

And even your boss…<\/p>\n

Have scored your performance a lot lower <\/strong>than you<\/em> did on a number of key measures.<\/p>\n

That hurts, right?<\/p>\n

I mean, what’s your first<\/em> reaction?<\/p>\n

To sweat a little?<\/p>\n

To panic?<\/p>\n

To feel hurt or alienated?<\/p>\n

Well, I’m here to say, don’t fret<\/em>!<\/p>\n

We’ve all had feedback that’s felt like a kick in the guts.<\/p>\n

Take a deep breath and let’s get to work on helping you better understand your review.<\/p>\n

Relax…<\/p>\n

Everything will be fine. \ud83d\ude42<\/p>\n

 <\/p>\n

<\/p>\n

 <\/p>\n

The Value of Getting Feedback<\/h3>\n

The first thing to do is to look at the feedback objectively<\/strong><\/em>.<\/p>\n

** ALERT! **<\/strong><\/p>\n

Avoid the temptation to take the feedback personally<\/em> because, if you do, you won’t be able to find a useful solution.<\/p>\n

Feedback is given for a reason…<\/p>\n

And usually the intention<\/em> is to provide valuable insight<\/strong>…<\/p>\n

And to shed light on your blind spots to help you grow<\/strong>…<\/p>\n

It is rarely a personal, critical attack on you<\/em>.\u00a0 Unless your boss is a narcissist (but that’s a whole other post). \ud83d\ude42<\/p>\n

You need to look at the feedback in front of you with an objective hat on…<\/p>\n

Which means parking your emotions<\/strong> somewhere handy for a moment…<\/p>\n

Taking a breath and looking at the feedback without judgment.<\/p>\n

 <\/p>\n

\"\"<\/p>\n

 <\/p>\n

How to Look at Feedback Objectively<\/h3>\n

Okay…<\/p>\n

Let’s get into it.<\/p>\n

Get the review out and list out:<\/p>\n

    \n
  1. The areas where your respective scores are in agreement<\/em><\/li>\n
  2. The areas where your respective scores are mismatched\u00a0<\/em><\/li>\n<\/ol>\n

    Look at the mismatching measures, where you are scoring yourself higher than your boss, and ask yourself:<\/p>\n

      \n
    1. What specifically<\/strong> is he\/she referring to here?<\/li>\n
    2. How much do I agree with their assessment? Is it 10% \/ 50% \/ 90%?<\/li>\n
    3. Is there an example<\/strong> I can think of to verify the score they have given me?<\/li>\n
    4. Are there specific examples I can think of that refute<\/strong> their judgment perhaps?<\/li>\n
    5. What’s their intention<\/strong> behind giving me this feedback?<\/li>\n<\/ol>\n

       <\/p>\n

      The more you focus on specific examples<\/strong> – like a meeting, or a specific behaviour – the easier it will be to decipher the feedback.<\/p>\n

       <\/p>\n

      \"\"<\/p>\n

      <\/h3>\n

      What If You Disagree With Your Boss’ Feedback?<\/h3>\n

      If you genuinely disagree with the feedback then it’s important to speak to your boss about it…<\/p>\n

      Take some specific examples<\/strong> with you that might counter their observation.<\/p>\n

      But stay open minded to their perspective too – there’s always a lesson to take from any conversation.<\/p>\n

      And…<\/p>\n

      What if, after all your analysis, you actually agree<\/strong> with some of their lower scores?<\/p>\n

      If that’s the case, you can be grateful for the early heads up…<\/p>\n

      And look at how you want to make some changes to help you build the perception<\/strong> you want your boss – and other decision makers – to have of you.<\/p>\n

      Take any feedback as a chance to learn…<\/p>\n

      (Whether you choose to act on it or not)…<\/p>\n

      And make sure your own agenda, and creating the opportunities you want from your career, stay centre stage.<\/p>\n

      \"\"<\/p>\n

      <\/h3>\n

      <\/h3>\n

      Rebecca Allen is a Career Strategy Coach for corporate women who are ready and committed to step it up in their careers.<\/p>\n","protected":false},"excerpt":{"rendered":"

      So you have just got your performance review back and… Ouch! You can see that your peers… And even your boss… Have scored your performance a lot lower than you did on a number of key measures. That hurts, right? I mean, what’s your first reaction? To sweat a little? To panic? To feel hurt…<\/p>\n","protected":false},"author":1,"featured_media":5426,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[144],"tags":[145,50],"post_series":[],"class_list":["post-2662","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-managing-feedback","tag-managing-feedback","tag-the-value-i-add","entry","has-media"],"yoast_head":"\nHelp! My Boss Has Scored Me Lower Than Me On My 360 Assessment! - Rebecca Allen Career Coach for Women<\/title>\n<meta name=\"description\" content=\"So you just got your performance review back and the scores are wildly mismatched. Do you panic? 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