Writing Your Own Performance Review
Performance review time potentially one of the least desired events of the work year. Your experiences could range from receiving seemingly arbitrary comments, vacuous praise, a sense that your manager hates this more than you do, to comments on a job well done and even the (occasional) useful comment.
Can you make this a better experience for yourself and your manager? Can you prepare? Yes to the latter, you can certainly prepare, and even better develop your review throughout the year. The answer to the first is that it cannot hurt to try, even if you have the most difficult manager imaginable.
Learn everything you can about the review process. What is the corporate policy on reviews? Does your division or organization implement the policy in a specific way? How do
Chole the reviews influence the individual compensation? Is there an overall summary, for example, a letter or ranking? If there is a summary, is it completely at the discretion of the manager, done by a management team, or based on some form of forced ranking? How are the rankings linked to overall corporate, division or group performance?
Understand your boss objectives and beliefs. Is he doing this to check off a box? Does she want to present her employees in the best possible light to others? Is he truly interested in your development? Does she have a hidden agenda? Does he believe that performance reviews are primarily for the benefit of the organization or for your development? Is there any political benefit to your manager for investing her time in this process? What is the political payoff to your manager for over-evaluating or under-evaluating his team?
Gather the relevant information. Throughout the year, keep files of accomplishments ranging from completed project plans, letters of acknowledgment,
クロエ バッグ notes from phone calls. Gather your position description, the goal/objective document for the current year, last year performance review, mid-year reviews, and desired competencies for your job (or the one you
シャネル 財布 aspire to).
Put yourself in the shoes of management. Write it up, that is, from the perspective of the boss what did you do for him and his organization this year? For format, think about how your boss likes to receive information does she want all of the gory details? Is he swayed by evidence? Does she want just the facts? Is he interested in shared
ポールスミス ネクタイ credit? Put aside your natural style, and provide a review for your boss based on her style. Focus attention on your contributions, your strengths, and how they aligned with the organization and your boss objectives.
Meet with your manager. Ideally, your manager will use your performance review to acknowledge your contributions and strengths. She
シャネル ネックレス will give you a few helpful suggestions for the next year, and then move onto how to build success. Unfortunately, performance reviews are rarely ideal. If you have done your homework, you should be able to anticipate the mood of the meeting. Check your emotions at the door and listen carefully. Listen for the acknowledgments of contributions and strengths. Listen for the suggestions and criticisms don argue take these away and try to learn what the message is. Listen for the underlying beliefs and needs of your boss. What behaviors and contributions is he looking for from you?
Debrief. Review the meeting as objectively as possible. Quiet your internal voice that agrees or disagrees with comments made and try to note the words and tone used. Once again, look at the world through your boss eyes and needs what did he get from you and what does he need from you? What pressures is she under that led her to these conclusions? What beliefs, values and motivations drive him that you might or might not hold?
Some systems allow, or even encourage responding to written performance reviews. If you believe your performance review is unfair, carefully evaluate whether the issue is a matter of degree, whether there is some basis for the comment, whether there are any political motivations, and whether you have clear evidence supporting your position. If you believe after careful consideration that you have a case, meet with your reviewer and present any counter-evidence you have not previously provided. If the
mcm リュック 激安 review stands (remembering that the boss usually wins), consider whether it is you are in the right job.
In the best possible world, performance reviews provide you an opportunity to review your contributions, calibrate your understanding of
ニューバランス 996 expectations, receive affirmation of your strengths, and learn about how to contribute even more in the
miumiu 財布 next year. More likely, you need to be doing your best to influence opinion throughout the year. Remember that the more you can see the world through the eyes of your boss, the more likely you are to be able to meet her expectations.
References and Additional Resources:
Heskett, Jim, What to be Done About Performance
ヴィトン 財布 Reviews HBS Working Knowledge
セリーヌ 店舗 , November 27, 2006.
McKay, Diane Rosenberg, Performance Reviews How to Prepare for a Performance Review and What to Do if You Get a Bad One
Sherry Read has over 20 years of industrial experience in finding solutions to business issues using skills in human resources, compensation, statistics, and process improvement. Since 2000 when she relocated in Singapore, she has focused on the human capital challenges of managing and growing businesses in Asia Pacific. Since arriving in Shanghai in 2005, Sherry has founded Read Solutions Group a coaching company helping people be confident and successful as leaders, particularly in multicultural settings. She coaches individuals, speaks to professional groups, leads workshops and writes about organizational, leadership and coaching topics.
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