It’s time for those sometimes dreaded performance reviews! In our challenging economy, it’s important to use this critical tool to its best advantage, as it has significant impact on pay, professional development and even job security.
Relax and don’t become defensive during the review. Don’t say, “Here’s where I really fall down.” Instead, say, “Here’s an area I want to work on. This is what I’ve learned. This is what we should do going forward”.
If possible, review your last appraisal and look at the feedback and ratings you were given. It will help you to assess how you’ve grown and developed over the last period.
It’s OK to brag a little. Gather any letters, emails, certificates of recognition, awards, etc. that document exemplary performance since your last appraisal and include any training or development activities you’ve completed. Make sure you capture the “how” and not only the “what” you’ve accomplished, but keep it brief; identify any challenges that limited your abilities to succeed, as well as any support you’ve received from others.
Take a proactive approach and draft some possible goals based on your job description. Identify any areas where you would like to expand your experience or expertise. Be honest about your struggles, and ask for whatever support you need to develop, improve or be more successful. Before the review, find out about any training that’s available through your company that might help you further develop the particular skills you need. You can review and refine these in your meeting with your manager.
Ideally, you should share the material you’ve prepared with your manager before your performance appraisal meeting. This will help him/her prepare for your meeting more effectively and encourage a more meaningful two-way dialogue. It can also help him/her prepare for any differences in perception that might exist, avoiding surprises at review time.
Listen carefully to the feedback your manager provides as well as the goals and development plans he/she lays out for you. Each goal must be relevant to the work you do each day and should be mutually agreed upon by you and your manager.
Sources
www.businessnewsdaily.com
www.halogensoftware.com
www.salary.com