How to Handle a Performance Review That Feels Like Retaliation

Strategies for Responding to Unfair Performance Assessments

Performance reviews are supposed to be a tool for development, not a weapon. But for many employees—especially Black women navigating toxic or discriminatory workplaces—the annual review becomes a moment of anxiety, manipulation, and retaliation.

If you’ve ever sat in a review and thought, “This doesn’t reflect my work,” you’re not alone. When feedback feels unfair, distorted, or punitive, you may be experiencing retaliation disguised as evaluation.

What Retaliation in a Performance Review Can Look Like

Retaliatory reviews don’t always come with flashing lights. Often, they’re subtle, coded, or wrapped in corporate language. Here are some red flags:

• You receive “needs improvement” ratings despite strong results and no prior complaints

• Feedback is vague, subjective, or based on hearsay instead of your actual deliverables

• You’re blamed for things outside your control or scapegoated for team issues

• Suddenly, your work is being scrutinized or nitpicked more than ever

• You spoke up about something—racism, bias, unfair treatment—and now your performance is “declining”

This is how retaliation through documentation starts. And if you’re not careful, it can be used to justify demotions, denial of raises, or even termination.

Step 1: Don’t Panic—Pause and Process

Yes, it’s frustrating. Yes, it might feel like a personal attack. But before reacting emotionally:

• Take a breath. Let the review meeting end before responding in writing.

• Avoid arguing in the moment. Document what was said, but don’t get baited into conflict.

• Remember: How you respond will shape how this moment is remembered.

Step 2: Review Your Receipts

Go back through:

• Your emails

• Project timelines

• Performance metrics

• Prior positive feedback (including shoutouts, thank-you notes, Slack messages, etc.)

You want to create a documented, dated narrative that shows your performance doesn’t align with what was stated in the review.

Use The AntiHR Documentation Journal to write a detailed entry about the review meeting: who said what, what you were rated on, and how your actual work compares.

Step 3: Respond Strategically, Not Emotionally

You may feel tempted to write a fiery rebuttal. Don’t. Instead, craft a calm, professional response that focuses on facts.

In your response (email or formal rebuttal in the HR system), do this:

• Acknowledge receipt of the review

• Express your desire for continued growth and collaboration

• Provide factual, documented evidence that supports your performance

• Clarify discrepancies, without sounding defensive

• Request a follow-up conversation, if needed

Example language:

“I’d like to request a meeting to further discuss the feedback provided in my performance review. I’ve reviewed recent deliverables and communications that I believe show a consistent pattern of meeting or exceeding expectations. I look forward to aligning on how I can continue contributing successfully to the team.”

Step 4: Consider the “Why” Behind the Review

If this negative review comes after:

• Filing a complaint

• Reporting discrimination

• Pushing back on unfair treatment

• Taking leave (especially FMLA or accommodation)

…it may not be about your performance at all. It could be a form of retaliation—and you need to document it as such.

Interrogate the timing and potential motive. Was your review suddenly downgraded? Did your manager’s tone shift after you advocated for yourself? These are important markers.

Step 5: Protect Your Paper—Start Planning an Exit Strategy

If the environment has turned hostile, or you’re being targeted, don’t wait for them to push you out. You may need to strategically plan your departure.

Start by:

• Keeping ongoing records of mistreatment using The AntiHR Documentation Journal

• Talking to a therapist or doctor if your mental health is being affected

• Exploring FMLA leave if needed for stress-related conditions

• Considering whether you want to negotiate an exit or push for accountability

Want Step-by-Step Help? Get the Mastercourse Bundle

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• FREE access to the AntiHR Documentation Journal

• FREE Roadmap to Understanding Your Workplace Rights

• Ongoing support, education, and private conversations you won’t find on social media

🛑 Don’t let retaliation go unchecked.

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