Performance appraisal sessions do indeed tend to make employees (and managers) cringe. 'Oh no... I have to sit down face to face with my manager and discuss performance again?!?' The truth is, a performance feedback communication meeting is a time when employees can take advantage of the one-on-one face time with their supervisors. It's surprising, in fact, how often employees don't realize the opportunity they're missing to openly discuss performance, expectations, desires and opportunities around their career path with their supervisor if they don't utilize it at this time (especially when it may only come around once a year).
Now that we've hopefully piqued your interest, how can you alleviate anxiety and take full advantage of the opportunity to have an effective performance feedback meeting with your manager? Preparation is key. Below are five tips to better prepare for the ever anticipated performance session with your manager.
1. Know your company's process and the implications of the process.
It's good to have an understanding of what your company's performance review process is and what the outcome means for you. Who's involved in providing feedback (your manager, peers, etc)? Is it tied to pay or compensation in any way? Is there a rating system? Be well informed so you understand how the process will impact you directly.
2. Document accomplishments all year long.
There's nothing more frustrating than not being able to remember the work you've completed throughout the year when asked for it. After all, you know you've done so much, but darn it, what was it? Documenting the major tasks and projects you complete at the time you complete them is a great way to recall your accomplishments for the year or performance period. It can be as simple as writing on your calendar or a simple pad of paper. The important thing is you have it to reference when you need it.
3. Take time to do a detailed self evaluation.
Some companies require a self-evaluation be completed by the employee in preparation for the performance review meeting. If the evaluation is required, we strongly urge the employee to take the time to complete it with all pertinent information. It should be detailed from your perspective in regards to your performance, accomplishments, strengths and areas of improvement and development. A self evaluation is an opportunity for your supervisor to know what your thoughts are around your performance, and at the same time, it might jog their memory as far as some of your accomplishments and strengths. If a self-evaluation is not required, you can still prepare one on your own, and we recommend it. If it's optional, then do it and do it right!
4. Request a mid-year or out-of-cycle review.
Often, the rule of thumb is 'no news is good news'. However, it's good to understand what your supervisor's thoughts are throughout the year so you can make sure you're heading in the right direction from his or her perspective. It may be that you have a different perspective, but that's good to know, as well, so there are no surprises.
5. Be focused and open during the performance review session.
Be open to constructive feedback from your supervisor. If you're not clear on what's being communicated to you, then be sure to ask questions so you don't walk away frustrated or confused. If you don't feel you're getting enough information, then ask more questions.
If you start with even just a couple of the items listed above, then you'll be more relaxed and better prepared than most employees when performance feedback time with your manager rolls around. After all, it's in an employee's best interest to take full advantage of the opportunity and be an active participant in the performance
Now that we've hopefully piqued your interest, how can you alleviate anxiety and take full advantage of the opportunity to have an effective performance feedback meeting with your manager? Preparation is key. Below are five tips to better prepare for the ever anticipated performance session with your manager.
1. Know your company's process and the implications of the process.
It's good to have an understanding of what your company's performance review process is and what the outcome means for you. Who's involved in providing feedback (your manager, peers, etc)? Is it tied to pay or compensation in any way? Is there a rating system? Be well informed so you understand how the process will impact you directly.
2. Document accomplishments all year long.
There's nothing more frustrating than not being able to remember the work you've completed throughout the year when asked for it. After all, you know you've done so much, but darn it, what was it? Documenting the major tasks and projects you complete at the time you complete them is a great way to recall your accomplishments for the year or performance period. It can be as simple as writing on your calendar or a simple pad of paper. The important thing is you have it to reference when you need it.
3. Take time to do a detailed self evaluation.
Some companies require a self-evaluation be completed by the employee in preparation for the performance review meeting. If the evaluation is required, we strongly urge the employee to take the time to complete it with all pertinent information. It should be detailed from your perspective in regards to your performance, accomplishments, strengths and areas of improvement and development. A self evaluation is an opportunity for your supervisor to know what your thoughts are around your performance, and at the same time, it might jog their memory as far as some of your accomplishments and strengths. If a self-evaluation is not required, you can still prepare one on your own, and we recommend it. If it's optional, then do it and do it right!
4. Request a mid-year or out-of-cycle review.
Often, the rule of thumb is 'no news is good news'. However, it's good to understand what your supervisor's thoughts are throughout the year so you can make sure you're heading in the right direction from his or her perspective. It may be that you have a different perspective, but that's good to know, as well, so there are no surprises.
5. Be focused and open during the performance review session.
Be open to constructive feedback from your supervisor. If you're not clear on what's being communicated to you, then be sure to ask questions so you don't walk away frustrated or confused. If you don't feel you're getting enough information, then ask more questions.
If you start with even just a couple of the items listed above, then you'll be more relaxed and better prepared than most employees when performance feedback time with your manager rolls around. After all, it's in an employee's best interest to take full advantage of the opportunity and be an active participant in the performance
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