Different business processes work differently. I`ve seen a number of company performance verification software that actually ask the employee to check the written feedback (which the discussion should parellel) and agree or disagree. One way or another, the important part is that the employee checks. Your rebuttal letter should only cover the specific points of the registration with which you disagree, and your rebuttal should also define your perspective in certain terms. Don`t be vague, especially if you can provide evidence. I think my performance as an employee of Name of Company has always been exemplary over the last five years. Also commonly referred to as an appeal, a letter of objection gives the conviction that the decision is considered wrong. Don`t go through it and don`t add information that`s not relevant to the contested decision. A typical letter is much more professional than a handwritten letter. The words you use in your rebuttal letter should be simple and professional. Don`t let your anger govern your thoughts while you write. Start with “love” and the name of the superior, and sign your letter with “Greetings.” Consider the following sentences: So if you don`t agree, what can you do? First, ask for suggestions on how to solve the perceived problem, and then implement them.
If you really try what he wants you to try, you will be in a better position to win your side of the discussion in the future. It cannot be won if a poor performance evaluation has already taken place. You have to try to correct what it tells you is wrong, really try to fix it, whether you agree or not. If not, you are on the fast track to be fired. If a letter that disagrees with a decision is written politely and professionally, it is taken more sincerely. The next paragraph should include what is being questioned and why. If it`s about behavior, performance, missed work or any other problem, make sure that only these issues are resolved. Decisions concerning the author of the letter are the only ones to be dealt with. Do not mention acts or benefits of co-workers or others. The reasons for these disagreements are always gaps in communication knowledge or gaps. Whatever the reason, it`s that your chief perception is very important to your career.
What do you need now? What will you gain if you only disagree? All you need to know is what is his action plan? and the impact of their findings on you. And the most important thing is that you have to make sure it doesn`t happen again. If you want to continue the current organization, you need to improve yourself. Prepare a follow-up meeting and tell them that you are seriously looking to improve and that their help is needed. And then you politely start telling him that certain points are not able to accept and support these reasons and facts. And the most important thing is to specify them, the meeting is not for the expression of disagreements and to understand why such a conflict occurs, what are the shortcomings that result. If this is due to a perception problem and ask him how to solve the perception problem. Repeat again that you don`t want to do it again on your own.
Ask his suggestions how you can avoid perception problems, what steps you can take on your part. You can also try to take your problem to the human resources department or senior management, but when it comes to day-to-day work and evaluation, the responsibility will eventually come back to you and your direct management.