Performance Reviews…
… have never been fun for anyone.
Workers often don’t like them because they feel sandbagged by managers who catch them unaware with complaints.
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Wiley Job Network - 5 Ways To Ace Your Performance Review
1. 5 Ways to Ace Your
Performance Review
by Anita Bruzzese
brought to you by
2. Performance Reviews…
… have never been fun for anyone.
Workers often don’t like them because they feel
sandbagged by managers who catch them unaware with
complaints.
Managers don’t like them because they’d rather not
confront unpleasant issues with workers.
Despite the dislike, performance evaluations are probably
here to stay for a while.
3. Performance Reviews…
More companies have been using them in a down economy
as a basis for getting rid of low performers, and that
practice is likely to continue.
If you want to ensure you’re seen as a key player in your
company, then it’s more important than ever that you have
a stellar performance review.
Here are some ways to get a review that’s going to shine in
your personnel file…
4. 1. Provide evidence of your good work
Make sure you can cite specific
instances of how your skills or
abilities have had a positive impact,
and how you used your skills to
overcome obstacles.
The impact will be greater if you can
share a short story of how you
helped retain a customer or came up
with an idea for a new service.
Anything that can show you’re thinking about the bottom line
plays well with the boss.
Focus on how you fulfilled your job description duties and how
you met the goals from your last performance evaluation.
5. 2. Don’t be defensive
Nothing frustrates a boss more than
having an employee claim he or she
is not responsible for any problems,
or uses someone else to blame.
If you make a mistake, admit it –
then quickly move on to how you’re
taking action to improve the problem
and learn from it.
Managers want to create a dialogue, not have a “he said, she
said” conversation.
Listen carefully – even taking notes – when the manager
mentions problem areas. This shows you’re committed to making
the necessary improvements.
6. 3. Don’t grovel: be direct and confident
Employees consistently rate
themselves lower than their
supervisors.
Be realistic, but don’t constantly put
yourself down.
Appraisals are the most effective when there is give-and-take,
and employees don’t sit there and agree with everything the
supervisor says, or issue one apology after another.
7. 4. Don’t talk about money
The appraisal process is like the first
row of brick in building a house.
It’s just the beginning.
Use the positive things from the
appraisal to build on.
Managers will balk when money is brought up during an appraisal,
and will try and get by with handing out the least amount
possible.
In addition, some companies forbid managers from tying the
appraisal process to compensation.
8. 5. Walk out with a roadmap
Managers should give you specific
areas you need to work on, and you
should further fill in the gaps by
asking questions.
The manager wants you to be more
team-oriented – are there specific
people or projects that you could
focus on?
Use this roadmap throughout the year to make sure you’re on
track, and don’t hesitate to check in with your boss to make sure
you’re meeting expectations.
That’s the best way to ensure there are no unpleasant surprises
in your performance review next year.
9. For more tips and insight, as well as the latest job
vacancies in healthcare, science and academia
visit:
www.wileyjobnetwork.com
This presentation is based on an article written by Anita Bruzzese, freelance writer
on topics related to workplace/career issues.