Relax — accept the fact that you haven’t done well.
Then, put all your energy into solving the actual work problems.
From there, here are the things you need to do:
- Gather all the weaknesses you already know about, work to improve them, and make sure you don’t repeat mistakes you’re already aware of.
- Humbly ask your supervisor where else you’re falling short.
- Whatever your supervisor teaches you, write it down. Having it in writing means you’ll remember it accurately when you review it later — and if anything is unclear, you can ask your supervisor to confirm you’ve understood correctly.
- Anything that helps your performance should also be documented, so you can refer back to it when you review your progress later.
Once you’ve gone through these steps, your supervisor will see that you’re willing to learn and willing to put in the effort — and they’ll feel their time teaching you hasn’t been wasted.
Generally speaking, as long as a supervisor is willing to teach, it’s unlikely that performance will stay poor for long. If problems persist even then, that’s no longer a you problem — that’s a business-level problem.
A supervisor who’s willing to mentor you, even one who’s willing to criticize you, is a good sign. It means they still believe you have potential. When someone truly thinks you’re beyond help, they stop caring whether you do well or not — they certainly won’t invest time in you. So just put in the work.
Admit that you haven’t done well. Accept where things stand. Then settle in and work through the steps I’ve laid out above — I believe the problems will resolve quickly.
Once they do, take everything you’ve documented and turn it into a proper lessons-learned review. Your supervisor will appreciate it. Earn their recognition, and you’ll find that more opportunities for growth start opening up ahead.