{"id":4190,"date":"2026-11-06T04:17:56","date_gmt":"2026-11-06T09:17:56","guid":{"rendered":"https:\/\/salaryfor.com\/blog\/?p=4190"},"modified":"2026-11-12T09:16:19","modified_gmt":"2026-11-12T14:16:19","slug":"can-crying-during-a-bad-performance-review-change-the-outcome-what-employees-and-managers-need-to-understand","status":"publish","type":"post","link":"https:\/\/salaryfor.com\/blog\/can-crying-during-a-bad-performance-review-change-the-outcome-what-employees-and-managers-need-to-understand\/","title":{"rendered":"Can Crying During a Bad Performance Review Change the Outcome? What Employees and Managers Need to Understand"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">Performance reviews can be some of the most emotionally charged conversations in the workplace.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">When promotions, raises, performance ratings, disciplinary actions, or even continued employment may be on the line, emotions can naturally run high. Occasionally, an employee becomes visibly emotional and begins crying during the discussion.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">But what happens when the tears are intentional?<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Can breaking down during a contentious review improve the outcome? Do managers become more sympathetic? Or does the tactic backfire more often than employees realize?<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The answer is more complicated than many workplace myths suggest.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">While genuine emotional reactions are common and understandable, intentionally using tears to influence a performance review is usually a far riskier strategy than people think.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Why Performance Reviews Trigger Strong Emotions<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Performance reviews are not simply discussions about work.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Many employees perceive reviews as evaluations of:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Competence<\/li>\n\n\n\n<li>Intelligence<\/li>\n\n\n\n<li>Professional reputation<\/li>\n\n\n\n<li>Future opportunities<\/li>\n\n\n\n<li>Financial security<\/li>\n\n\n\n<li>Personal worth<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">When negative feedback arrives unexpectedly, people may experience:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Embarrassment<\/li>\n\n\n\n<li>Fear<\/li>\n\n\n\n<li>Frustration<\/li>\n\n\n\n<li>Shock<\/li>\n\n\n\n<li>Anger<\/li>\n\n\n\n<li>Anxiety<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">In those situations, emotional responses can occur naturally.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The important distinction is whether the emotion is authentic or being used primarily as a negotiation tactic.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Do Tears Actually Change Performance Ratings?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Many employees secretly believe that emotional displays can soften management&#8217;s position.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Sometimes, in the short term, they can.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A manager may:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Pause the discussion<\/li>\n\n\n\n<li>Delay difficult decisions<\/li>\n\n\n\n<li>Soften their wording<\/li>\n\n\n\n<li>Reduce immediate pressure<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">However, that is very different from changing the underlying performance assessment.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Most organizations base ratings on:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Documented performance<\/li>\n\n\n\n<li>Established goals<\/li>\n\n\n\n<li>Project results<\/li>\n\n\n\n<li>Attendance records<\/li>\n\n\n\n<li>Behavioral observations<\/li>\n\n\n\n<li>Business outcomes<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">While emotions may affect the tone of a conversation, they rarely erase documented performance concerns.<\/p>\n\n\n\n<figure class=\"wp-block-embed is-type-wp-embed is-provider-salaryfor-com-insights wp-block-embed-salaryfor-com-insights\"><div class=\"wp-block-embed__wrapper\">\n<blockquote class=\"wp-embedded-content\" data-secret=\"mxNShi47Ae\"><a href=\"https:\/\/salaryfor.com\/blog\/how-to-handle-performance-review-feedback\/\">How to Handle Performance Review Feedback<\/a><\/blockquote><iframe loading=\"lazy\" class=\"wp-embedded-content\" sandbox=\"allow-scripts\" security=\"restricted\" style=\"position: absolute; visibility: hidden;\" title=\"\u201cHow to Handle Performance Review Feedback\u201d \u2014 SalaryFor.com Insights\" src=\"https:\/\/salaryfor.com\/blog\/how-to-handle-performance-review-feedback\/embed\/#?secret=uwVzFABtkm#?secret=mxNShi47Ae\" data-secret=\"mxNShi47Ae\" width=\"500\" height=\"282\" frameborder=\"0\" marginwidth=\"0\" marginheight=\"0\" scrolling=\"no\"><\/iframe>\n<\/div><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">The Uncomfortable Reality: Managers Have Seen This Before<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Experienced managers have usually conducted dozens or even hundreds of difficult employee conversations.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">These may include:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Performance reviews<\/li>\n\n\n\n<li>Corrective actions<\/li>\n\n\n\n<li>Promotion denials<\/li>\n\n\n\n<li>Compensation discussions<\/li>\n\n\n\n<li>Layoffs<\/li>\n\n\n\n<li>Terminations<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">As a result, many leaders become skilled at distinguishing between:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Genuine emotional distress<\/li>\n\n\n\n<li>Frustration<\/li>\n\n\n\n<li>Shock<\/li>\n\n\n\n<li>Attempts to influence the discussion<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">That does not mean managers are indifferent.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">It means they are often less surprised than employees imagine.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">When Crying Is Genuine<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Not all emotional reactions are manipulative.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In fact, many are completely authentic.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">An employee might be dealing with:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Family challenges<\/li>\n\n\n\n<li>Health concerns<\/li>\n\n\n\n<li>Financial stress<\/li>\n\n\n\n<li>Burnout<\/li>\n\n\n\n<li>Personal loss<\/li>\n\n\n\n<li>Anxiety about job security<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">A difficult review can become the moment those pressures finally surface.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Most reasonable managers recognize this possibility.<\/p>\n\n\n\n<figure class=\"wp-block-embed is-type-wp-embed is-provider-salaryfor-com-insights wp-block-embed-salaryfor-com-insights\"><div class=\"wp-block-embed__wrapper\">\n<blockquote class=\"wp-embedded-content\" data-secret=\"MLtjfqyZac\"><a href=\"https:\/\/salaryfor.com\/blog\/burnout-vs-exhaustion-how-to-tell-the-difference-before-its-too-late\/\">Burnout vs. Exhaustion: How to Tell the Difference Before It\u2019s Too Late<\/a><\/blockquote><iframe loading=\"lazy\" class=\"wp-embedded-content\" sandbox=\"allow-scripts\" security=\"restricted\" style=\"position: absolute; visibility: hidden;\" title=\"\u201cBurnout vs. Exhaustion: How to Tell the Difference Before It\u2019s Too Late\u201d \u2014 SalaryFor.com Insights\" src=\"https:\/\/salaryfor.com\/blog\/burnout-vs-exhaustion-how-to-tell-the-difference-before-its-too-late\/embed\/#?secret=ECS1xiSJqg#?secret=MLtjfqyZac\" data-secret=\"MLtjfqyZac\" width=\"500\" height=\"282\" frameborder=\"0\" marginwidth=\"0\" marginheight=\"0\" scrolling=\"no\"><\/iframe>\n<\/div><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">In these situations, the most effective leaders focus on:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Respect<\/li>\n\n\n\n<li>Compassion<\/li>\n\n\n\n<li>Professionalism<\/li>\n\n\n\n<li>Maintaining dignity<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">The goal becomes helping the employee regain composure while keeping the discussion productive.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">When Tears Become a Negotiation Strategy<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Some employees intentionally use emotional displays because they believe it may produce:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Better review scores<\/li>\n\n\n\n<li>Protection from discipline<\/li>\n\n\n\n<li>Salary increases<\/li>\n\n\n\n<li>Delayed consequences<\/li>\n\n\n\n<li>Manager guilt<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">The underlying assumption is simple:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p class=\"wp-block-paragraph\">&#8220;If the conversation becomes uncomfortable enough, management may back down.&#8221;<\/p>\n<\/blockquote>\n\n\n\n<p class=\"wp-block-paragraph\">Occasionally, this works in the moment.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Over time, however, it often creates unintended consequences.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">The Long-Term Risk Most Employees Never Consider<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The immediate meeting is not the only thing being evaluated.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Managers are also forming opinions about:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Accountability<\/li>\n\n\n\n<li>Emotional regulation<\/li>\n\n\n\n<li>Professional maturity<\/li>\n\n\n\n<li>Ability to receive feedback<\/li>\n\n\n\n<li>Leadership potential<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">An employee who appears unable to discuss performance concerns constructively may unintentionally create new concerns.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This is especially true for leadership-track roles where handling feedback is considered a critical skill.<\/p>\n\n\n\n<figure class=\"wp-block-embed is-type-wp-embed is-provider-salaryfor-com-insights wp-block-embed-salaryfor-com-insights\"><div class=\"wp-block-embed__wrapper\">\n<blockquote class=\"wp-embedded-content\" data-secret=\"liHxyYLLPX\"><a href=\"https:\/\/salaryfor.com\/blog\/not-admitting-mistakes-in-corporate-america-is-far-worse-than-making-them\/\">Not Admitting Mistakes in Corporate America Is Far Worse Than Making Them<\/a><\/blockquote><iframe loading=\"lazy\" class=\"wp-embedded-content\" sandbox=\"allow-scripts\" security=\"restricted\" style=\"position: absolute; visibility: hidden;\" title=\"\u201cNot Admitting Mistakes in Corporate America Is Far Worse Than Making Them\u201d \u2014 SalaryFor.com Insights\" src=\"https:\/\/salaryfor.com\/blog\/not-admitting-mistakes-in-corporate-america-is-far-worse-than-making-them\/embed\/#?secret=JxFgaNTFSR#?secret=liHxyYLLPX\" data-secret=\"liHxyYLLPX\" width=\"500\" height=\"282\" frameborder=\"0\" marginwidth=\"0\" marginheight=\"0\" scrolling=\"no\"><\/iframe>\n<\/div><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">Ironically, trying to avoid a negative impression can sometimes create one.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">What Managers Often Respect More<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Employees frequently assume they must defend themselves aggressively during difficult reviews.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In reality, many managers respond positively to candidates who say:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p class=\"wp-block-paragraph\">&#8220;I understand the feedback.&#8221;<\/p>\n<\/blockquote>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p class=\"wp-block-paragraph\">&#8220;I can see why that concern exists.&#8221;<\/p>\n<\/blockquote>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p class=\"wp-block-paragraph\">&#8220;Here&#8217;s what I plan to do differently moving forward.&#8221;<\/p>\n<\/blockquote>\n\n\n\n<p class=\"wp-block-paragraph\">Those statements communicate:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Ownership<\/li>\n\n\n\n<li>Self-awareness<\/li>\n\n\n\n<li>Growth<\/li>\n\n\n\n<li>Professionalism<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Even when managers disagree with employees, they often respect individuals who can discuss difficult feedback calmly and constructively.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">What If the Review Is Unfair?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Not every review is accurate.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Employees sometimes encounter:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Biased managers<\/li>\n\n\n\n<li>Inconsistent expectations<\/li>\n\n\n\n<li>Incomplete information<\/li>\n\n\n\n<li>Workplace politics<\/li>\n\n\n\n<li>Personality conflicts<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">In these circumstances, emotional reactions are understandable.<\/p>\n\n\n\n<figure class=\"wp-block-embed is-type-wp-embed is-provider-salaryfor-com-insights wp-block-embed-salaryfor-com-insights\"><div class=\"wp-block-embed__wrapper\">\n<blockquote class=\"wp-embedded-content\" data-secret=\"vj2cSagemI\"><a href=\"https:\/\/salaryfor.com\/blog\/how-to-respond-when-your-manager-gives-you-vague-feedback\/\">How to Respond When Your Manager Gives You Vague Feedback<\/a><\/blockquote><iframe loading=\"lazy\" class=\"wp-embedded-content\" sandbox=\"allow-scripts\" security=\"restricted\" style=\"position: absolute; visibility: hidden;\" title=\"\u201cHow to Respond When Your Manager Gives You Vague Feedback\u201d \u2014 SalaryFor.com Insights\" src=\"https:\/\/salaryfor.com\/blog\/how-to-respond-when-your-manager-gives-you-vague-feedback\/embed\/#?secret=kcQmdydYtX#?secret=vj2cSagemI\" data-secret=\"vj2cSagemI\" width=\"500\" height=\"282\" frameborder=\"0\" marginwidth=\"0\" marginheight=\"0\" scrolling=\"no\"><\/iframe>\n<\/div><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">However, facts are generally more persuasive than emotion.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Strong responses often include:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Specific examples<\/li>\n\n\n\n<li>Documented accomplishments<\/li>\n\n\n\n<li>Project results<\/li>\n\n\n\n<li>Customer feedback<\/li>\n\n\n\n<li>Performance metrics<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Evidence tends to carry more weight than emotional appeals.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Can Crying Ever Help?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">In some cases, emotional vulnerability can remind managers that workplace decisions affect real people.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A genuine emotional moment may encourage a manager to:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Show empathy<\/li>\n\n\n\n<li>Offer additional coaching<\/li>\n\n\n\n<li>Extend support<\/li>\n\n\n\n<li>Clarify expectations<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">But there is a major difference between empathy and changing a business decision.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Most organizations still rely on the underlying facts.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A missed deadline remains a missed deadline.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A performance issue remains a performance issue.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">An unsuccessful project remains an unsuccessful project.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Emotions may influence how feedback is delivered, but they rarely eliminate the reasons the feedback exists.<\/p>\n\n\n\n<figure class=\"wp-block-embed is-type-wp-embed is-provider-salaryfor-com-insights wp-block-embed-salaryfor-com-insights\"><div class=\"wp-block-embed__wrapper\">\n<blockquote class=\"wp-embedded-content\" data-secret=\"qRv7kY6j1e\"><a href=\"https:\/\/salaryfor.com\/blog\/why-some-employees-get-labeled-difficult-when-theyre-actually-right\/\">Why Some Employees Get Labeled Difficult When They\u2019re Actually Right<\/a><\/blockquote><iframe loading=\"lazy\" class=\"wp-embedded-content\" sandbox=\"allow-scripts\" security=\"restricted\" style=\"position: absolute; visibility: hidden;\" title=\"\u201cWhy Some Employees Get Labeled Difficult When They\u2019re Actually Right\u201d \u2014 SalaryFor.com Insights\" src=\"https:\/\/salaryfor.com\/blog\/why-some-employees-get-labeled-difficult-when-theyre-actually-right\/embed\/#?secret=qq6mM7qwy8#?secret=qRv7kY6j1e\" data-secret=\"qRv7kY6j1e\" width=\"500\" height=\"282\" frameborder=\"0\" marginwidth=\"0\" marginheight=\"0\" scrolling=\"no\"><\/iframe>\n<\/div><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">How to Handle a Difficult Review More Effectively<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Instead of trying to influence the conversation emotionally, focus on:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Ask Questions<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Seek clarification regarding:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Expectations<\/li>\n\n\n\n<li>Examples<\/li>\n\n\n\n<li>Measurements<\/li>\n\n\n\n<li>Improvement priorities<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Take Notes<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Document key points so you can review them calmly afterward.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Identify Action Items<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Create a specific improvement plan with measurable goals.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Follow Up Professionally<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Demonstrate progress over time rather than attempting to win the discussion in the moment.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This approach tends to be more effective than any emotional strategy.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">The SalaryFor.com Perspective<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Most managers are not looking for perfection.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">They are looking for evidence that employees can handle difficult conversations professionally.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">When tears occur naturally, most leaders understand that employees are human.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">When emotional displays appear intentionally designed to influence outcomes, the strategy often creates more skepticism than sympathy.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Performance reviews are ultimately decisions about future confidence.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Managers ask themselves:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Can this person grow?<\/li>\n\n\n\n<li>Can they adapt?<\/li>\n\n\n\n<li>Can they handle adversity?<\/li>\n\n\n\n<li>Can they accept feedback?<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">The answers to those questions often matter more than the review itself.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Conclusion<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Can crying during a contentious performance review produce a better outcome?<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Occasionally, it may temporarily change the tone of the conversation.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">But in most professional environments, it is unlikely to substantially change documented performance decisions.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">More importantly, intentionally using tears as a workplace tactic may create concerns about professionalism, accountability, and emotional resilience.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Employees generally achieve better long-term outcomes when they focus on facts, self-awareness, and improvement rather than emotional influence.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In the end, most managers are not primarily evaluating how strongly someone reacts to feedback.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">They are evaluating what the employee does next.<\/p>\n\n\n\n<figure class=\"wp-block-embed is-type-wp-embed is-provider-salaryfor-com-insights wp-block-embed-salaryfor-com-insights\"><div class=\"wp-block-embed__wrapper\">\n<blockquote class=\"wp-embedded-content\" data-secret=\"wQ69Gj4yls\"><a href=\"https:\/\/salaryfor.com\/blog\/how-to-write-a-self-evaluation-that-positions-you-for-a-raise-or-promotion\/\">How to Write a Self\u2011Evaluation That Positions You for a Raise or Promotion<\/a><\/blockquote><iframe loading=\"lazy\" class=\"wp-embedded-content\" sandbox=\"allow-scripts\" security=\"restricted\" style=\"position: absolute; visibility: hidden;\" title=\"\u201cHow to Write a Self\u2011Evaluation That Positions You for a Raise or Promotion\u201d \u2014 SalaryFor.com Insights\" src=\"https:\/\/salaryfor.com\/blog\/how-to-write-a-self-evaluation-that-positions-you-for-a-raise-or-promotion\/embed\/#?secret=43xShLk9CK#?secret=wQ69Gj4yls\" data-secret=\"wQ69Gj4yls\" width=\"500\" height=\"282\" frameborder=\"0\" marginwidth=\"0\" marginheight=\"0\" scrolling=\"no\"><\/iframe>\n<\/div><\/figure>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\">Related Reading<\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/salaryfor.com\/blog\/how-to-handle-performance-review-feedback\/\" target=\"_blank\" rel=\"noreferrer noopener\">How to Handle Performance Review Feedback<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/salaryfor.com\/blog\/how-to-respond-when-your-manager-gives-you-vague-feedback\/\" target=\"_blank\" rel=\"noreferrer noopener\">How to Respond When Your Manager Gives You Vague Feedback<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/salaryfor.com\/blog\/how-to-write-a-self-evaluation-that-positions-you-for-a-raise-or-promotion\/\" target=\"_blank\" rel=\"noreferrer noopener\">How to Write a Self-Evaluation That Positions You for a Raise or Promotion<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/salaryfor.com\/blog\/not-admitting-mistakes-in-corporate-america-is-far-worse-than-making-them\/\" target=\"_blank\" rel=\"noreferrer noopener\">Not Admitting Mistakes in Corporate America Is Far Worse Than Making Them<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/salaryfor.com\/blog\/when-managers-refuse-to-admit-mistakes-and-how-companies-really-handle-it\/\" target=\"_blank\" rel=\"noreferrer noopener\">When Managers Refuse to Admit Mistakes \u2014 And How Companies Really Handle It<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/salaryfor.com\/blog\/why-some-employees-get-labeled-difficult-when-theyre-actually-right\/\" target=\"_blank\" rel=\"noreferrer noopener\">Why Some Employees Get Labeled Difficult When They&#8217;re Actually Right<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/salaryfor.com\/blog\/burnout-vs-exhaustion-how-to-tell-the-difference-before-its-too-late\/\" target=\"_blank\" rel=\"noreferrer noopener\">Burnout vs. Exhaustion: How to Tell the Difference Before It&#8217;s Too Late<\/a><\/li>\n<\/ul>\n\n\n\n<div class=\"wp-block-group\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\">\n<div style=\"font-family: -apple-system, BlinkMacSystemFont, 'Segoe UI', Roboto, Helvetica, Arial, sans-serif; background: #f8fafc; border: 1px solid #cbd5e1; border-radius: 12px; padding: 24px; margin-top: 32px; margin-bottom: 24px; box-shadow: 0 2px 6px 0 rgb(0 0 0 \/ 0.04);\">\n  <h3 style=\"font-family: inherit; font-size: 16px; font-weight: 700; color: #0f172a; letter-spacing: -0.2px; margin-top: 0; margin-bottom: 8px;\">Explore More Salary Data &#038; Career Insights<\/h3>\n  <p style=\"font-family: inherit; font-size: 15px; line-height: 1.6; color: #334155; margin: 0;\">\n    SalaryFor.com provides salary data, career insights, workplace trends, and compensation research across hundreds of occupations and employers. Explore additional salary information and career resources at <a href=\"https:\/\/salaryfor.com\" style=\"color: #2563eb; text-decoration: none; font-weight: 600;\">SalaryFor.com &rarr;<\/a>\n  <\/p>\n<\/div>\n<\/div><\/div>\n","protected":false},"excerpt":{"rendered":"<p>Performance reviews can be some of the most emotionally charged conversations in the workplace.<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[5],"tags":[1435],"class_list":["post-4190","post","type-post","status-publish","format-standard","hentry","category-on-the-job-advice","tag-performance-evaluation"],"_links":{"self":[{"href":"https:\/\/salaryfor.com\/blog\/wp-json\/wp\/v2\/posts\/4190","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/salaryfor.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/salaryfor.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/salaryfor.com\/blog\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/salaryfor.com\/blog\/wp-json\/wp\/v2\/comments?post=4190"}],"version-history":[{"count":4,"href":"https:\/\/salaryfor.com\/blog\/wp-json\/wp\/v2\/posts\/4190\/revisions"}],"predecessor-version":[{"id":4400,"href":"https:\/\/salaryfor.com\/blog\/wp-json\/wp\/v2\/posts\/4190\/revisions\/4400"}],"wp:attachment":[{"href":"https:\/\/salaryfor.com\/blog\/wp-json\/wp\/v2\/media?parent=4190"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/salaryfor.com\/blog\/wp-json\/wp\/v2\/categories?post=4190"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/salaryfor.com\/blog\/wp-json\/wp\/v2\/tags?post=4190"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}