It is that demotivating season again.

I say demotivating because my last two performance reviews were negative. I might keep repeating “demotivating” throughout the article because that is how I feel right now.

So demotivated, dazed, confused, furious.

All because of one manager.

Somehow he has made up his mind to never encourage anyone. The only positive word I have ever seen come out of his mouth is “Good.” But he is ever ready to nullify that with 100 negatives.

The worrying part is many in my company feel that way.

2020 was the year I was most proud of myself. I learned things on my own. I built things from scratch. Got everything up and going with minimal errors after several hours of overtime. The least I expected was an “I appreciate your hard work.” An acknowledgement of what I have done.

But nothing came.

Don’t be that manager.

I am at my productive best when I am reporting to a good manager. I am at my worst when the manager is negative. This is true for many. We want to do our best, help the company reach the top when our work is valued.

Don’t get me wrong. I love constructive feedback. But not feedback that is laced only with negatives.

If you are a performance reviewer, here are some “How not to be a demotivating boss” tips:

• Start the conversation in a light tone. A “Hi, how are you?” at the start never killed anyone. It gives the employee some time to breathe and relax. Remember, most employees get into a performance review with extreme anxiety. Help them out by being courteous and kind.
• Start with the positives. And by positives, I do not mean just saying a single “Good.” Be descriptive. Tell them what you liked about their work. Use the same number of sentences that you would use while giving constructive criticism. 3 full sentences describing the negatives? Follow it up with 3 honest sentences about their positives. Balance it out.
• Do not make the employee feel like they have done nothing for the company.
• Ease into the negatives. Give some time for the employee to respond or tell you what’s on their mind. Don’t ramble non-stop. The moment you start the negatives is when you need to be the kindest. Frame negatives in a nice way, then stop and take a step back, wait for them to respond, ask if they have to anything to say. Be open-minded to listening to them.

You look around and you see many employees dissatisfied with their managers. Why is that? Because there is a huge communication gap. Any thoughts and reviews are left for the last moment i.e. during the performance review. Some companies like Microsoft, Accenture, Adobe and Deloitte have done away with annual performance reviews because of this reason alone.

The best way to give feedback is right after a task is completed. This helps them change their course if need be. Don’t wait till annual performance reviews – to throw unpleasant surprises.

I got a raise and a bonus. So it was not all bad. But all it takes is one person’s words to ruin the high you feel, right? Is that the price you pay for a salary?

By the end of it all, I told him “That was very demotivating.” Probably it was the first time he heard it from someone. Most employees prefer to ignore such bosses. My retort was followed by a one-minute silence. Of all the things I said this year, I am most proud of this one dialogue.

My manager then went on to give several excuses on how the intention was not to demotivate but to give feedback.

But feedback should be a mix of good and bad. Backed up with encouraging words on how you believe the employee can do what’s been suggested. If it is not, it is not feedback, it is being demotivational. As simple as that.

So I would like to say kudos to me for surviving yet another performance review with a demotivating manager. I expect more to come. And I plan to survive them all. By ranting here, and to my friends, and family, and anyone who would listen.

The day my boss says something nice, I will let you know. Stay tuned?

Leaving the company doesn’t make sense because as far as I know most of the people around have terrible bosses. I rather stick to one familiar demotivating one that becomes overbearing during performance review time rather than explore new ones.

If you are feeling demotivated too, rant! To someone.

That is what my colleagues and I do anyway.

One day, hopefully, all managers will learn how to give feedback constructively. Till then, the corporate servants will have to time and again, feel the extreme disappointment of not feeling valued by that one manager, who simply doesn’t know how to give a good performance review.

And I also hope one day we start earning enough passive income from our websites, investments and, other sources. So that we can run far away from everything that is, you guessed it, demotivational! Every corporate slave’s secret dream.