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You can choose only one from the following:
1-Request support from top manger .
2-Keep a positive attitude and productive atmosphere to improve your relationship.
3- Accept the consequences of manager's assessment of your performance.
4- Take the initiative to lead your superior into constructive discussions.
5- Request change performance evaluation guidelines
Note that your previous choices lies on the matrix of conflict management resolution strategies (Avoidance ,Accommodation, Power , Negotiation, Collaboration)
2-Keep a positive attitude and productive atmosphere to improve your relationship.
4- Take the initiative to lead your superior into constructive discussions.
In my opinion the best thing is keeping a positive attitude and taking it as a challenge to prove that you are very efficient productive and honest person. When everything is improved from your side even the bad manger has to accept that you are an asset to the company than liability.
Criticism is good if it is constructive and informative. However, there is a thin line between performance evaluation and bullying.
I would rather concentrate on solutions to certain problems, not highlighting someones incompetencies. Although I do accept that people often make mistakes unwittingly without knowing it, and need to be told.
Informative, Constructive, Fair!
Otherwise I would go for option 4 and 5.
It’s important to emphasise that dealing with conflict early is usually easier, because positions are not so entrenched, others are less likely to have started to take sides, and the negative emotions are not so extreme. The best way to address a conflict in its early stages is through negotiation between the participants.
Collaboration is the ideal outcome: a win/win situation. However, it requires input of time from those involved to work through the difficulties, and find a way to solve the problem that is agreeable to all.
Thanks
In my opinion (4- Take the initiative to lead your superior into constructive discussions. is the best answer for this situation
@Ghada Eweda! very good question as It took me back to the history where I witnessed and resolved same kind of case. I personally believe and go for
'4- Take the initiative to lead your superior into constructive discussions.'
I'd like to add one more statement in it e.g. 'based on his/er constructive feedback set / refine deliverables with clear expectations at the end'
ask him and set to explain to me why i get this evaluate
Am agreeing with Dalal Option 2 & 4th one.
I think the answer No. 4
It would depend on my assessment of the intentions and capabilities of the manager. If I believe his intentions are fine and he's a capable person, I would go for 4. If his intentions are fine but he's lacking a bit in capabilities, I'd go for 2. Else I would choose some other option.
