GoKawiilCareer coach outlines steps for handling a poor performance review
A career coach who works with executives says a negative performance review often reflects poor internal visibility rather than actual work quality, citing Gallup data showing managers now oversee an average of 12 direct reports, up nearly 50% since 2013. The coach recommends employees listen without immediate defensiveness, evaluate whether their company's review culture supports growth or signals termination, and proactively promote their accomplishments internally.
GoKawiil's interpretation of the reporting above, not reported fact.
The advice reflects a broader shift in workplace management, where larger team sizes may make it harder for managers to track individual contributions closely, potentially increasing reliance on self-advocacy. This suggests employees may need to take more active roles in managing how their work is perceived, rather than assuming visibility will happen naturally.
- Average manager span of control has grown nearly 50% since 2013, per Gallup.
- Coach advises listening to feedback without becoming defensive before responding.
- Employees are encouraged to assess company review culture and promote their own achievements internally.
Source: entrepreneur.com — Dr. Kyle Elliott, 2026-10-12
Published there as: “A Bad Performance Review Isn’t Always About Your Performance. Here’s How to Recover.”
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