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"Saying nothing may be a bigger risk than speaking up," says Grenny.
格雷尼說：“沉默不語的風險可能比有話直說還大。”
Since a so-so (or worse) appraisal in your HR file could unfairly block you from bigger career opportunities down the road, "you need to calmly set the record straight" about specific comments or complaints you believe are inaccurate, says Grenny.
他指出，如果人事檔案中的考評結果為一般（或者更差），那就可能不公正地妨礙你在今后的工作中得到更好的機會。因此，“你需要冷靜地說明”，你認為哪些評價或批評并不公允。
Also ask your boss to go into detail about what he or she needs from you. Try to get insights into how this manager defines a job well done, says Grenny, and be prepared to do more listening than talking.
同時，你要請上司詳細說明他（她）對你有什么樣的要求。格雷尼說，要設法弄清楚上司如何定義出色地完成工作，還要準備好多聽少說。
Grenny also advises: "Ask for more frequent feedback -- maybe even once a week -- so you can make course corrections if needed, long before your next formal evaluation."
他還建議：“你要請對方更頻繁地提供反饋，甚至可以每周一次。這樣你就可以在需要的時候作出調整，而且這種調整要遠早于你的下次正式考核。”
