What to do if your performance review doesn't "twinkle."

Remember that scene in Christmas Vacation where Clark Griswold flips the switch on his epic light display, only to have his father-in-law announce that some of lights are not "twinkling?"

Yeah, that sinking feeling is more familiar than we care to admit. You have spent an entire year proverbially stringing lights, checking each bulb, even overcoming a few ladder mishaps along the way. Only to get to performance review season to realize that, despite all your efforts, some of the results don't seem quite up to standard.

You may have even had a boss tell you something like this in a past review...

• "Your execution was solid, but it lacked...sparkle."

• "The initiative was there, but the results needed more...pizzazz."

• "You met expectations, but I was hoping for, well, something more."

Ouch. It's one thing to be told you missed the mark, but to be told that your professional lights are not twinkling? That stings, folks. 

Does that sound familiar? Here's what to do...

• Dig deeper: What exactly is missing that "sparkle"? Was it style? Creativity? Initiative? Results? Don't be afraid to ask (even demand) that your boss set clear and direct expectations on what you need to improve to be successful in your role. Remember, if the only time you are receiving feedback from your supervisor is at the annual review, shame on them. I have always believed that annual performance reviews should be a recap of the many discussions that have been had throughout the year, not a big reveal of previously unspoken and unmet expectations. 
  

• Embrace the feedback: It might sting, but, at the end of the day, it's a gift. Use the opportunity to listen to understand, not immediately respond. Though the delivery may be less than ideal, there may be a degree of truth in what was said. Performance reviews can provide some much-needed honesty that, when received well, can be like flipping the forgotten garage light switch, illuminating a new way forward (queue the hallelujah chorus).
  

• Stay optimistic: Maybe a conflicting performance review has diminished your Griswold-level holiday spirit. But maybe you can be Cousin Eddie lighting up the storm sewer with robe-clad enthusiasm. Look to the year ahead as an opportunity to reset expectations, establish clear and measurable goals, and have frequent check-ins with your boss (and your peers) to gauge your ongoing performance. And use the opportunity to connect your work to team, departmental and organizational goals. Stay optimistic and positive but use this season as a way to offer two-way feedback as well. Help your boss know what they can do better in your ongoing communication. That's much better than kidnapping them.

As discouraging as an experience like that can be, let's use it as fuel, not failure. Channel your inner Griswold. Embrace the unexpected, own your mistakes, find humor in the chaos, and most importantly, never lose your spirit.

It's the gift that keeps on giving the whole year.