Performance reviews make an individual anxious, as self-evaluation itself is a challenging task. Most organizations make it mandatory for their performance review process. These provide a roadmap by which an employee’s job performance is documented and evaluated. Self-assessment becomes necessary so as to provide you with an opportunity to assess your achievements. However, you can follow some steps to ensure that your employee evaluation report card helps you advance in your career.
Discuss your career map: One of the key factors while going through the performance review process is to focus on a long-term career plan. Don’t talk solely about your job, but discuss how you want to help your organization in the long term. Take this opportunity to reveal to your manager what really is essential for your career and the additional skills you want to build. Plan something new that will benefit both you and your company. The new strategies will help you present your expectations in a better manner and will sound authentic.
Describe how you will contribute to uplift the organization: All managers want their employees to possess a new level of dedication for their company. CEOs look for employees who are ready to ask them how they can contribute to the company’s success. A feel of personal growth with high morale in performance management helps contribute to the company’s vision. Show your seniors that you see the company’s success like yours and that overall business growth is a joint venture of the entire team.
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Keep your conversations more open: Scaling performance evaluation and your accomplishments is critical to going through a performance review process. It is good to use your self-assessment tool as an opportunity to distinguish yourself from others. This is the right time to have an edge over others. Make an open dialogue with your supervisor:
- By asking that are you on the right track
- By enquiring areas where you need more time to devote extra time
- About the company’s priorities this year
- By discussing the areas you have to focus more
- By making them understand how you will add to the company’s success
Handle your shortcoming in a realistic manner: The most crucial part while managing an employee’s performance is handling the flaws. It is a fact that we all have areas to work upon and areas for improvements. So make it a point not to give yourself good scores in all areas. Otherwise, your employer would feel that you overestimate yourself. Instead, discuss the areas you feel fall short and examine what measures you are taking to fill the gap.
Provide inputs for your achievements: While documenting your achievements for performance appraisal, be sure to sound specific. Cover all the areas where you excelled, and don’t forget to include your team members. Tell your boss about all the good things you have achieved and also about your future goals. Make a fact sheet with all relevant data to prove your worth. It is crucial to be very specific when a self-assessment sheet is produced by the end of every month.
Handle points of difference intelligently: There may be times when your formal assessment differs from your manager’s review. When there is a significant difference, it is an indication you are not matching the team’s expectations level. Find out the ways for more discussions on the shortcomings. Sort out the differences by clearly emphasizing your views. Ask your boss for guidance, direction, and mentoring to help you correct in the fields required. Try to sound more positive and meet the expectations of the management team members.
Maintain a positive attitude: You should prepare your self-assessment performance review report with 90% positive comments and 10% improvement areas. Make up your plans to grow and develop in the specific areas to help groom yourself. The overall development of the employees will ultimately ensure the company’s growth. While staying positive, ask yourself the following questions:
- How can I become a more vital employee?
- How can I contribute more this year to the development of the company?
- What are my strengths?
- What are my weaknesses?
- What all could I have done better this year?
Prepare the final conversation document: Once the performance review is over, prepare a detailed draft for all the conversations. Write a detailed email of what you have offered with all clear agreements made. Send the mail to your senior for confirmation. Your prompt documentation will positively affect your boss, and he will get to know your working style.
Keep in mind that in the world of negotiations nothing is true if it is not documented.
Goals of a performance review program
Employee performance review plays a vital role in the growth of the company. It is essential to learn for the system:
- To help to keep managers and the team members on the same page
- The process pushes the employees for their peak performances
- To hold team members accountable
- To shuffle the employees in an organization
- To help find out the right employee for the career ladder
- Let employees know where they presently stand and how can they move to the next level
The performance review programs really should not cause you anxiety. The process is an integrated part of the overall culture and business success. Informing someone of the things you have done may be pretty easy. But it is relatively challenging to pen-down your deficiencies and areas of weakness. Coming out of these hiccups will help you to evolve as an asset to the organization you are working with. The management likes the employees who use performance reviews to their advantage.
References:
- It’s Time to Upgrade Your Performance Review. Here’s How” | Baili Bigham
- 9 Things You Should Tell Your Boss At Your Next Performance Review | The Muse | 12 March, 2014
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