Take Ownership Over A Negative Performance Review

by Sean Glass

Receiving a negative performance review can be a difficult experience. You may feel defensive or discouraged, especially when significant effort has been put into your work. However, rather than viewing it as a setback, consider it an opportunity for growth and self-improvement. Feedback, even when critical, provides valuable insights that can help refine your skills, enhance your performance, and strengthen your professional development.

A performance review is not just a reflection of past actions but a guide for future success. The way you respond to the feedback determines how you move forward. Approaching the situation with humility, ownership, and a growth mindset will allow you to turn constructive criticism into an advantage. By embracing the feedback, taking ownership, and implementing an action plan for improvement, you can turn a negative review into a positive change to make you more successful than before.

This guide outlines practical strategies for handling a negative performance review and ensures that the experience becomes a stepping stone to greater career achievements.

1. Good

The first thing you need to do when receiving a performance review, even a negative one, is to be thankful. Receiving a performance review means you have a leader who cares enough about you to take time out of their schedule to provide you with feedback that you can use to get better.eceiving a performance review means you have a leader who cares enough about you to take time out of their schedule to provide you with feedback that you can use to get better. Even if it is part of your leaders required duties to conduct periodic reviews, you should still be thankful for the opportunity to improve. And remember that’s all a negative review is, opportunity for personal improvement.

When I was a Troop Commander in the Military, my Commanding Officer came out to observe one of our training events. When the event was over, we began our formal debriefing process with the training staff. After a very successful training event, my Commanding Officer, whom I deeply admired, kicked off the debrief with several points for me specifically. Some of the points were easy for me to take on board because I felt like they were accurate and insightful. Some of his debrief points were very hard for me to hear because my ego was getting involved and I did not feel like they were accurate, and there was some truth to that. My Commanding Officer had not been monitoring all the radio frequencies that I was using that night, and some of his feedback was things I actually did. He just did not hear the calls getting made on the radio.

I left that debrief feeling frustrated and dejected and went over to the Master Chief, a friend of mine who was running all our training, and said “Man, that was tough. I was doing a lot of those things my Commanding Officer said I was not doing. He just did not hear it happen.” 

Without a second’s hesitation, the Master Chief replied, “You are missing the point. Why do you think he took the time to come and observe your training? Why do you think he brought all those things up during the debrief? It is because he cares about you and wants to make sure you are the best Troop Commander you can be.”

As soon as he said this, I knew he was right. I needed to reign in my ego and be thankful I had a leader who cared enough about me to invest their time, energy, and mentorship in helping me improve.

2. Detach From Your Ego and Emotions

A negative performance review can evoke feelings of defensiveness, frustration, or disappointment. It is crucial to set these emotions aside during the review. Allowing emotions to dictate your reaction can cloud judgment and make it difficult to process the feedback objectively. Instead, take a deep breath, remain calm, and remind yourself that feedback—positive or negative—is a fundamental part of professional growth.

Detaching emotionally means reframing the situation. Rather than seeing criticism as a personal attack, view it as an opportunity to identify areas for improvement. Listening actively requires giving your full attention to the review without interrupting, reacting impulsively, or dismissing what is being said. Your focus should be on understanding the feedback, recognizing patterns in your performance, and determining how you can improve moving forward.

Action Tip: Take notes during the review. This will keep your focus on the content rather than your emotional reaction and allow you to reflect on the feedback later with a clearer perspective.

This may require a mindset shift. You have to see feedback as a tool for improvement, not as a judgment of your worth or abilities. By shifting your mindset, you empower yourself to take control of the situation and use it as a learning experience.

3. Take Full Ownership

When receiving negative feedback, resist the urge to deny, shift blame or make excuses. Instead, own your mistakes and take responsibility for areas where you fell short. Recognize that true growth starts with acknowledging your role in the situation, no matter how challenging it may be.

Taking ownership means reflecting on what contributed to the performance issues and identifying changes you can make to prevent them in the future. It’s about being honest with yourself and using the feedback as a guide for improvement. Owning up to shortcomings also shows maturity and valuable leadership qualities, demonstrating that you are accountable for your work and willing to take steps to improve.

Here's an example of how you could respond:

“I see where I could have done better in managing this project. I didn’t communicate timelines effectively, and I’ll focus on improving that moving forward.”

Taking ownership demonstrates maturity, professionalism, and a willingness to grow. It also builds credibility and shows a proactive attitude toward improvement.

3. Develop a Plan for Improvement

Once you understand the areas of concern, take the initiative to create a structured plan for improvement. A thoughtful approach not only highlights your commitment to addressing feedback but also provides a clear path for moving forward.

A solid improvement plan should be specific and actionable. Rather than setting vague goals like “be more proactive,” define concrete steps such as attending weekly training, improving workflow processes, or setting clear deadlines. Accountability is key, so setting milestones and tracking progress will ensure you stay on course.

If communication is an issue, you might commit to providing detailed project updates at specific intervals to ensure transparency and alignment.

4. Seek Support

Improving performance often requires additional resources or guidance. Proactively seek out tools, training, or mentorship that can help you succeed. This demonstrates your commitment to continuous learning and adaptability.

Seeking support also fosters collaboration and helps you build valuable relationships within your organization. Colleagues or supervisors can provide guidance, share best practices, and offer constructive feedback. Being open to assistance shows that you are committed to professional development and willing to learn from others.

• How to Approach This: Clearly articulate your needs and how they align with your improvement plan. For instance, “I’ve identified a need to strengthen my project management skills and would like to enroll in a relevant workshop. Can we discuss how to make this happen?”
• Benefit: Taking this step ensures you are equipped to meet expectations and shows that you’re serious about addressing performance gaps.

5. Maintain a Positive Attitude

Your attitude following a negative review is critical. A professional and positive outlook conveys resilience and an ability to focus on solutions instead of dwelling on problems. This mindset helps rebuild trust and sets a constructive tone moving forward.

A negative performance review is not the end of the road. Maintaining a positive attitude means embracing the challenge, staying motivated, and proving that setbacks do not define you. It also involves self-assessment—acknowledging progress, celebrating small wins, and staying determined to improve.

• Avoid: Dwelling on perceived unfairness or discussing the review negatively with colleagues.
• Embrace The Feedback: Use it as a roadmap for personal and professional growth.

A positive, solution-oriented attitude can shift perceptions and show that you are adaptable, committed, and continuously striving to do better.

6. Execute

Action speaks louder than words. Following through on your improvement plan is essential to demonstrate commitment and rebuild trust. Regularly track your progress and ensure that your actions align with the feedback you receive.

Consistency is key to making lasting improvements. This means not only addressing immediate concerns but also maintaining a high level of performance over time. It involves taking ownership, staying self-disciplined, seeking feedback regularly, and being proactive in making adjustments as needed.

To monitor progress, here's an example of how to approach your team.

Ask: “In the past month, I’ve implemented weekly progress reports for my team to improve communication. Are you finding these updates helpful?”

Consistency builds credibility and trust. Your efforts will be noticed, and demonstrating continuous improvement can open doors to new opportunities.

Turning Criticism into Growth

A negative performance review doesn’t define your career; your response to it does.

By approaching the feedback with a clear and determined mindset, taking full ownership, and committing to actionable change, you can transform a challenging experience into an opportunity for growth.

The way you lead yourself—with discipline, accountability, and a focus on improvement—will determine the trajectory of your success.