At Neomobile, our performance review season is about to start because we have chosen to hold mid-term appraisals along with our annual one at the end of the year. This allows us to check everyone’s objectives closely, send suggestions and provide potential course-correction.
In every company, performance reviews are those yearly topic moments where a manager, an HR partner and an employee have a formal conversation to measure, evaluate, and influence the employee’s job-related attributes, behaviors and outcomes.
For this reason, these reviews – also known as performance appraisals – serve a double function: they check and orientate established objectives and, above all, they can be quite effective in motivating employees and resolving performance problems.
Due to its importance, having a performance review may make you nervous, even if you’re confident with your good work: take a look on our 5 essential tips to get the most out of this crucial moment!
Be sure you’re conscious about all the achievements and accomplishments you had throughout the period. If you kept track of them, you’ll better figure out your carrier path and you’ll be ready to face any feedback.
Then, arrive at the meeting with the grid of performance data in hands ( also bring a memo book to take note of suggestions or key facts!) and be prepared about your personal and financial targets. Self-awareness and engagement are the most valid sources for an appraisals’ effectiveness.
In order to get the most out of it, avoid expressing problems in that occasion and promote instead constant feedback with your manager or colleagues throughout the months. In this way, the performance appraisal will be an easy alignment reunion, and not a moment of outburst. In the end, it’s important to not take any negative feedback personally that may arise, but take them as a constructive critique in order to improve. Communication is the key to enhance your personal learning.
Be honest about any past or ongoing experiences and issues, and bring clear and direct examples when requested. As a start, you shall reflect sincerely on some of the following questions that might be asked: What are your major accomplishments? What could you have done better? How are relationships going with your co-workers? What could they do to help you perform your job better? What training or professional development do you need? Your answers orientate your future steps, so it’s worth being outspoken and realistic.
Both employees and managers should end the meeting with clear goals / expectations: in fact, this discussion focuses on the future, so be sure you recap the key discussion points. The more clear and pragmatic you are, the better.
So, if you have any doubts about the evaluation or your targets set, especially if they’re not reasonable in your opinion, do not hesitate to ask your manager during the meeting for further clarifications.
The appraisal is an opportunity: try to be reasonable in a business sense by being respectful and collaborative. Think out of the box: have you ever thought that these meetings could even reveal something about your inner attitude, or they could be the perfect chance to efficiently boost your job satisfaction? Recognition is one of the most powerful forms of motivation, which is the most important element in a good work environment, and it may come directly from the appraisal.
What about you’re your experience? How is your company’s performance appraisal system?
Share your comments to let other readers succeed in their performance review!