Around this time every year, I hear from students and recent graduates about how they love or hate their internships or first full-time PR jobs. Thankfully, most are loving their jobs and work teams during those first six proving-yourself months. But a lot of others have a hard time handling any critical feedback.
One of my former students quit four jobs in two years after receiving less than enthusiastic their first performance reviews. So, we eventually developed an action plan that involved his need to do more active listening–and biting his tongue before responding to perceived hostile performance feedback.
I know. It’s tough to do after college careers of grade inflation and mostly positive support. Sometimes feels like a gut punch. You’re still learning the ropes, trying to prove yourself, and suddenly you’re hearing that you’re falling short. But here’s the truth: how you respond to that review matters far more than the review itself.
A negative performance review isn’t a verdict—it’s “data.” And when you’re new, it’s often the clearest signal you’ll get about what your supervisor actually values versus what you assumed they wanted.
What to Do in the Moment
- Listen without defending. Your instinct will be to explain or justify. Resist it. Take notes instead. Ask clarifying questions like “Can you give me a specific example?” or “What would success look like in this area?”
- Don’t catastrophize. One tough review doesn’t mean you’re getting fired or that you’re bad at your job. It means there’s a gap between expectations and performance—and gaps can close.
- Thank them for the feedback. This sounds counterintuitive, but expressing genuine appreciation signals maturity. It also makes your manager more likely to give you honest feedback in the future.
What to Do Afterward
- Process your emotions privately. Vent to a friend, journal, go for a walk—whatever you need. Just don’t let frustration leak into your work interactions. Personal Proof Point: I unfortunately learned this first hand since I didn’t handle my first negative performance review very well. Although not terminated, I realized I burned an important bridge.
- Separate facts from feelings. Write down the actual criticisms, stripped of any emotional charge. What specifically needs to change? What behaviors or outputs were cited?
- Build a 30-day action plan. Pick two or three concrete areas to improve. Set measurable goals. Share this plan with your supervisor—it shows initiative and creates accountability.
- Request a check-in. Don’t wait for the next formal review. Ask for a brief conversation in two to four weeks to gauge whether you’re on track.
The Bigger Picture
New employees often receive negative feedback not because they lack ability, but because they misread priorities, moved too slowly on something urgent, or too quickly on something sensitive. These are calibration errors, not character flaws.
The employees who thrive long-term aren’t the ones who never stumble—they’re the ones who respond to setbacks with curiosity instead of defensiveness. A tough review in your first year can become the turning point that sharpens your instincts and earns your supervisor trust.
Take the hit. Learn from it. Move forward.