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News of the worst unemployment numbers in 16 years is enough to create plenty of job jitters for most workers. But，with performance-review season in full swing，some people are bound to hear negative comments. In a tough economy，a bad review can seem insurmountable. But you can recover if you are willing to self-assess and be open-minded to what is being told to you，says Barbara Mohl，president of HRConnected，a human resources consulting firm. Here's how to bounce back：

就業(yè)狀況達(dá)到16年以來(lái)最糟糕的水平，這樣的消息已經(jīng)足以讓大多數(shù)員工對(duì)自己的工作前景感到神經(jīng)過(guò)敏了。不過(guò)，隨著績(jī)效考核季節(jié)的到來(lái)，一些員工肯定會(huì)聽到不好的評(píng)價(jià)。在經(jīng)濟(jì)低迷的當(dāng)下，面對(duì)不如人意的績(jī)效考核結(jié)果似乎只能束手無(wú)策。但是，人力資源咨詢公司HRConnected的總裁芭芭拉·莫爾(Barbara Mohl)表示，如果你愿意自我評(píng)估并且對(duì)上司的意見持開放態(tài)度，你就能順利度過(guò)難關(guān)。以下就是幫你克服負(fù)面考核結(jié)果影響的幾個(gè)訣竅：

Be open to feedback.坦誠(chéng)接受反饋。

The review is a communication tool for you and your manager to begin the conversation about your performance. You should be ready and willing to accept feedback. Remember，what you hear is usually meant to help you do your job better. Realize that this process is called a performance review，not a performance correction，says John Heins，senior vice president and chief human resources officer at staffing firm Spherion Corp. The review isn't the time to debate and resolve the problems. 'That conversation is best-suited for a follow-up meeting，says Mr. Heins.

績(jī)效考核是你和上司之間就你的業(yè)績(jī)展開對(duì)話的一個(gè)溝通工具。你應(yīng)該準(zhǔn)備好并且愿意接受反饋。記住，你所聽到的評(píng)價(jià)通常是為了幫助你更好地展開工作。獵頭公司Spherion Corp.高級(jí)副總裁兼首席人力資源長(zhǎng)約翰·亨氏(John Heins)表示，你要認(rèn)識(shí)到，這個(gè)過(guò)程被稱為績(jī)效考核，而不是績(jī)效糾正。績(jī)效考核不是辯論和解決問(wèn)題的時(shí)候。亨氏先生說(shuō)，那樣的對(duì)話最好留到績(jī)效考核過(guò)后的后續(xù)會(huì)議上進(jìn)行。

Acknowledge your manager's comments.承認(rèn)上司的評(píng)價(jià)。

Giving negative feedback can be stressful for a manager. Listen to and acknowledge what your manager is saying， regardless of whether you agree with the comments. The worst thing you can do is to make excuses or put the blame on someone else， says Beth Carvin，CEO and president of Nobscot，a retention management consulting firm in Honolulu. After you have heard your manager's comments and you understand what has been said，you can say I appreciate your feedback and I understand the issues you have addressed. If you feel strongly and have proof that the assessment is unfair，then you can say Thank you for your feedback，but I don't necessarily agree with X and I look forward to scheduling a follow-up meeting to discuss your points more specifically. Schedule that meeting before you leave the review.

對(duì)于上司來(lái)說(shuō)，給下屬提出負(fù)面的反饋也是一件很有壓力的事情。無(wú)論你是否同意上司的評(píng)價(jià)，你都要認(rèn)真聽取并且承認(rèn)上司所說(shuō)的一切。位于火奴魯魯?shù)娜瞬疟Ａ艄芾碜稍児綨obscot的首席執(zhí)行長(zhǎng)兼總裁貝司·卡文(Beth Carvin)表示，最糟糕的情況就是你試圖辯解或者把責(zé)任推給別人。在你聽到上司的評(píng)價(jià)并且領(lǐng)會(huì)他/她的意思之后，你可以這樣說(shuō)，“非常感謝你的反饋，我完全了解你所提出的問(wèn)題。”如果你強(qiáng)烈認(rèn)為或者有證據(jù)顯示績(jī)效評(píng)估有失公允，那么你可以說(shuō)“非常感謝你的反饋，但是我并不完全同意某一點(diǎn)，我希望之后可以安排一次面談，進(jìn)一步討論你的意見。”然后，在你離開考核會(huì)議之前，就敲定后續(xù)會(huì)議的時(shí)間。

Create an action plan.制定行動(dòng)計(jì)劃。

Take time to reflect and review your manager's comments. You might want to discuss difficult issues with a mentor or friend. Then create an action plan that you can cover and add to in the follow-up meeting. If you don't agree with your boss on all points，give specific examples of where you think your manager is wrong. Keep in mind， though， you'll need to be proactive about how to turn things around —— regardless of whether you agree. Plan with your manager exactly what he or she would like you to improve，says Mr. Heins. Does something have to be done quicker or faster， or do you have to interact better with your colleagues?Ask if there might be a colleague who can mentor you and inquire about resources you can use to improve，recommends Ms. Mohl.

花點(diǎn)時(shí)間回顧上司的評(píng)價(jià)。你可能需要與導(dǎo)師或者朋友討論其中困難的問(wèn)題。接著，制定一個(gè)行動(dòng)計(jì)劃，以便可以在和上司的后續(xù)會(huì)議上展開深入討論。如果你并不完全同意上司所說(shuō)的每個(gè)問(wèn)題，那么也要給出具體的例子，說(shuō)明你認(rèn)為上司哪點(diǎn)說(shuō)得不對(duì)。但是，務(wù)必要記住，無(wú)論你是否同意上司的意見，你也要積極表現(xiàn)如何改進(jìn)。亨氏先生說(shuō)，與上司一起就他希望你改進(jìn)的方面制定計(jì)劃。有些事情是不是要做得更快一些，或者你是不是需要更好地和同事互動(dòng)?莫爾女士建議說(shuō)，最好問(wèn)一問(wèn)有沒(méi)有同事可以提供指導(dǎo)，有沒(méi)有你可以用來(lái)改進(jìn)工作的資源。

Schedule periodic follow-up meetings.安排定期的后續(xù)會(huì)議。

Stay on top of the turnaround plan. Many employees don't take the time or initiative to check in with their supervisor to see how they're doing，says Ms. Carvin. Don't be afraid to toot your own horn，she says，and let your boss know what you're accomplishing. Check in at least every two to three weeks， or sooner if you've achieved a success at work.

一定要對(duì)自己的工作改進(jìn)計(jì)劃表現(xiàn)得積極主動(dòng)。卡文女士表示，很多員工不去花時(shí)間或者精力和他們的上司溝通，了解自己的表現(xiàn)。她說(shuō)，不要害怕展示自己，要讓老板知道你正在努力完成的事情。至少要每隔兩三周和上司討論一下，或者如果你在工作中取得了成功，也可以將會(huì)議時(shí)間安排得更加緊湊一些。