Don’t Worry: “Meets Expectations” on Your Performance Review Is Not a “C”

An employee’s first performance review can be a real blow to the ego, but it shouldn’t be.

The rating scale on a performance review form at many businesses is 1 – 5, with a standard rating of “meets expectations” being a 3. “Meets expectations” vs. “exceeds expectations” can be a thin line — particularly when the expectations for your job might be to “go above and beyond what is asked.”

That doesn't change our feelings of disappointment.

Most of us have grown up with an educational grading system running A – F, so that middle range “C” seems less than stellar. High-performing individuals aren’t usually striving for C’s. They’re shooting for the top — A’s. Getting a 3 on an annual performance review can be demotivating for many employees.

Managers, learn more when you register for: Essential Guide for Giving Effective Feedback, a 1-hour HRCI and SHRM certified webinar.

Meets expectations performance review rating scales

Performance review rankings go up and down from “meets expectations” at the center. And when you’re working in a pool of highly competent, carefully chosen workers, a “meets expectations” performance review means you’re doing an excellent job. In fact, part of those expectations might be to go above and beyond what is asked. This 3-rating explanation helps illustrate that:

SOLID PERFORMER (MOST PEOPLE WILL BE LEVEL 3 “MEETS EXPECTATIONS”)

• Always meets expectations, can be counted on
• Sometimes exceeds expectations
• Sometimes contributes additional value
• Does an excellent job, as the job is defined
• Will go above and beyond expectations when asked
• Generally positive impact on people and team performance

“In a company of strong performers, being ranked with the majority of your peers means that you’re doing pretty well. Meeting the performance expectations of a company with high standards means you’re pretty good,” suggests Dan Oswald.

Maybe it would help morale to tell everyone they’re outstanding. “But if everyone were outstanding then it wouldn’t be an exception, it would be the rule,” says Oswald. But to improve performance and get the most out of people you must also tell them where they can improve.”

Performance reviews should help you as an employee know where you can grow — where you can more effectively contribute to your organization’s success. They go so far as to suggest that ranking systems and numbers be done away with to curb negative feelings and disappointment.

Understand your organization’s unique rating system

Perhaps a better solution for a performance review might be to understand your organization’s rating system prior to your review. Ask for it. Also have a good understanding of your job. If you don’t have a job description, ask for one.

If you’re still stuck on that “meets expectations” 3 rating on your performance review, try letting your boss know you’d like to be more than a “meets expectations” employee.

Find out if that’s even possible. What would it take? What extra work could you pick up? Are there new skills you could learn? Once they identify areas that might lead to a higher rating, you can strive to achieve it. But remember, “meets expectations” means trustworthy and reliable, not mediocre.