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"Saying nothing may be a bigger risk than speaking up," says Grenny.
格雷尼说：“沉默不语的风险可能比有话直说还大。”
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，如果人事档案中的考评结果为一般（或者更差），那就可能不公正地妨碍你在今后的工作中得到更好的机会。因此，“你需要冷静地说明”，你认为哪些评价或批评并不公允。
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.
同时，你要请上司详细说明他（她）对你有什么样的要求。格雷尼说，要设法弄清楚上司如何定义出色地完成工作，还要准备好多听少说。
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."
他还建议：“你要请对方更频繁地提供反馈，甚至可以每周一次。这样你就可以在需要的时候作出调整，而且这种调整要远早于你的下次正式考核。”
