Being Kind to a Coworker Who Gave Me the Lowest Score in an Evaluation

(Minghui.org) One of my colleagues at work deeply misunderstood me, and during the end-of-year evaluations she gave me the lowest score. The director asked me to tabulate the final results. When I saw the score my colleague had given me, I felt really angry. I knew she did it on purpose, because she was aware that I was the hardest worker in my department. 

I thought about giving her a low score in retaliation, but I told myself that I am a Dafa practitioner and I must not behave like her. Master Li (Dafa’s founder) has asked us to be considerate of others in everything. Because she had given me the lowest score, I obviously hadn’t done well in some regard. I hadn’t put myself in her shoes. So I gave her the highest score for her performance.

After this incident, I knew that I must have not done enough in some regards. I started to place importance on doing what Dafa requires. I thought about others, did as much as I could in the office and helped people who needed help. I also helped my colleague who gave me the low score with some work from time to time. If she encountered a problem that was difficult to solve, I would focus my attention on helping her solve the problem and I always treated her with kindness.

Her hostility toward me gradually disappeared. With the guidance of Dafa, I turned her hostility around.

Treating Colleagues Fairly

During the evaluations, some people in my department cooperate with a scheme to give themselves high scores. This scheme is common practice for work evaluations in China and means hard-working employees sometimes fail to get high scores. A few good colleagues also invited me to join the scheme. I politely declined. 

Although some people’s unfair scoring could lower my ranking and affect my bonus level, I followed the requirements of Dafa and gave every colleague a fair and reasonable score. I would never cheat. I could never do something that harms others and benefits myself.

Because I was persecuted for my belief one year, my work unit did not tell our superiors that I should get recognition for excellence (although I was rated as excellent). The human resources director later simply refused to report my performance to the superiors. I remember that during that year, my supervisor specifically asked the head of our work unit about this, and my performance package was declined three times. This year, the human resources director told me that my excellence on the job was reported to our superiors. After a lapse of six years, the excellence award has returned to me.