So you thought you gave your best shot this year, and now expecting a high rating or, at the minimum, a positive performance review - until you hear otherwise. A bad performance review can be truly disheartening especially when you think you don't deserve it or that the negative criticisms are out of line. However, before losing your cool in the middle of the meeting with your immediate superior and becoming defensive, it's best to hold off your outbursts by heeding these tips on how to deal with a bad performance review.

Accept your imperfections.
First, accept the fact that you can never be the perfect employee you think you were, and almost all employees will receive a few negative criticisms or an ultimately bad performance review. Sometimes, one huge mistake at work is usually not fatal but it will be slumped on you in your performance review. Regardless of how your boss is going to lay down the words (even in the most demeaning form), it only means one thing, you erred and accept it.

Don't be defensive.
Bad performance reviews deserve some review of your own. Every professional worth his/her salt should study on what he/she can do better. Being defensive is even more perilous, and could very well be taken as a point against you. So no matter how you want to scream misjudgment, thank your boss instead for the "constructive" criticisms. Do not attempt to map out how you intend to work on your weak areas during this meeting. Wait for one or two days before sending your response to the bad performance review.

Maintain your composure.
Here's a tip that might help: If you are expecting a bad performance review because of a mistake that cost the organization a substantial amount of reputation, investment, or clients, think of three specific ideas for doing a better job the next time. Focusing on these ideas will help you restrain yourself from any emotional outbursts while listening to the review. Your professionalism is most crucial when you're at the end of your rope. This also shows your boss how you act under pressure or when caught in a tight situation.

Assess your report based on the company's prevailing culture.
In some cultures, anything but a glowing praise is viewed as negative while tough reviews might be the norm in some. In other words, be mindful of the overall tone and the things you will say in your report so it would not sound defensive and offensive.

Almost all employees are not spared of criticisms, but if you're being unfairly attacked or misjudged despite all efforts, then it's time to investigate. In some companies, a negative review means you'd better start job-hunting right away.

Wait for the opportune moment to send your response.
If you feel the need to send a bad performance review response, it has to be timely: neither too soon nor too late. Avoid lengthy replies that point to nothing but defending your faults. The bad employee performance review has been given, so arguing will get you nowhere but to the same set of paper and negative review.

Be specific.
In your response, cite the weak areas that your boss pointed out during the meeting and enunciate, pragmatically, how you will go about in improving these areas. Additionally, help your reviewer to distinguish between an incident and a pattern (ask for specific instances to justify a criticism). If your boss says you're not a good team player, ask him for specific incidents that prompted the criticism.

Use facts, not emotions.
In relation to this, back up your rebuttal with facts, not emotions. Gather your files to support your claims. After all, your boss is neither any more perfect than you as not to miss a single detail in your performance. Starting on the first day as a new hire, collect all letters/emails of appreciation, details of project completion (date, time), and other statistics that record your substantial contributions to the company.

Don't look for a new job just yet.
This also means do not jump into conclusions. It's rarely a good idea to share career plans with your bosses and colleagues until you have signed a new job offer, and neither does accepting a counter-offer from your present company. However, if the company clearly gives you a "go away" signal, then they should be happy to give you good references that describe your real contributions to the company.