Stay calm and listen carefully. Provide good feedback and help team members and step up for next action. It will help to grow himself and get better results.

Pushback in a performance review isn’t a challenge to your authority—it’s a sign the employee is engaged enough to care. That’s a good thing. Start by listening fully. If they’re defensive, it’s usually because they feel misunderstood or unfairly judged. Let them talk. A little silence on your end can go a long way. Stay steady. If they’re venting, don’t match their energy. A calm, matter-of-fact approach keeps the conversation productive. Clarify with specifics. Vague feedback feels like opinion; concrete examples make it actionable. The goal isn’t to win an argument—it’s to create a path forward.

If an employee pushes back on my feedback during a review, I’d stay open and curious. Feedback should be a conversation, not a one-way street. First, I’d listen. “I hear you. Tell me more about your perspective.” If they feel misunderstood, I’d clarify my intent and provide specific examples. If they disagree, I’d ask questions to understand why. The goal is not to “win” but to find alignment. If they make a valid point, I’d acknowledge it. If the feedback stands, I’d reinforce why it matters and how I can support their growth. A review should leave them feeling clear, not defeated.

Stay calm and listen to their perspective without interrupting. Acknowledge their points and ask clarifying questions to understand their concerns. Reiterate your feedback with specific examples to support your view. Focus on finding common ground and collaborate on a way forward. Keep the conversation respectful and solution-oriented.