By Tony Deblauwe
Performance review time is feared and even avoided by most employees
everywhere. I know from an HR
point-of-view the process is looked at with rolling eyes and sighs given all
the administrative workload involved—not to mention the badgering of managers
and employees to get it done. Most people look at the process in black and
white. A bad review can mean that the promotion or raise that you hoped for is
not going to be awarded, and multiple bad reviews can make it time to dust off
the interview suit.
No matter what your opinion of performance reviews, they are not likely to go anywhere anytime soon. A survey of employers and their employees revealed that 95% of companies ranging in size from 10 to 1,000 employees had a performance review system in place.
As an employee, the best thing to do is be prepared and have
a good attitude going in whether you know your review is ok or whether you’re
caught off guard my comments or ratings your boss makes.
Make the most of your performance review by following these simple steps.
Be On Time for Your
Review
I know this sounds obvious, but surprisingly many people don’t take the review as a serious meeting so they treat it like any other casual meeting. Being on time for your performance review is one of the best ways to show your boss that you take the process seriously even if you and your boss have an open and friendly relationship. If you prepare your own review to accompany you boss’s review, be sure to submit it on time.
Be Honest In Self
Reviews
Many companies give their employees the opportunity to review themselves as part of the overall performance review process. Self review is a wonderful opportunity for workers to take the time to think about their performance in specific areas.
Some experts in the field of performance review suggest that self reviews be discontinued due to employee dishonesty which tends to cloud accuracy.
If you are afforded the privilege of reviewing the quality of your own work, be honest. Try to come up with specific examples that you can use to make your review relevant, and think of ways you can improve your work, even if it is adequate.
Avoid Arguing
Sometimes you do get feedback you weren’t prepared for or it was based on a situation out of context. Now you’re stuck in defense mode. Certainly a tough argument with your boss is never a good idea or fruitful. You have to have passion behind your conviction the comments are in error, but keep it professional. If you honestly feel that a review is unfair, provide specific reasoning and examples of why your performance review should be more positive.
Understand Your
Performance Review
Performance reviews are an important tool that most companies and organizations rely on to periodically audit the quality of the work that their employees provide.
Take the time to understand what your performance review is all about. Standard employee performance reviews are based on measurable, factual information. They are not intended to hurt your feelings or demoralize you. Certainly they can be used as part of development plans if performance was really bad, but generally the process intends to chronicle highlights of what’s working and what’s not so you can learn and grow.
If your performance review contains negative factors, be sure to discuss them with your boss. Although it can be difficult to accept negative comments, it is important to understand why they are included and make a plan for improving your performance.
Employee performance reviews can provide specific guidelines that you can use to improve specific aspects of your job. They are given to you for use as a tool, so be sure to make the most of your review.
Use Your Employee
Performance Review to Improve Your Work
After you have accepted your performance review, take some time to think about the information that it presents. Most of the time, people have some idea of what will be included in their reviews. However, if you are a new employee your first review may be surprising.
Make a plan for improving any problems that are pointed out to you. A good way to do this is to state a goal and then plan the steps that will lead you to achieving it. Take notes as you do this, and put your plans on paper.
Bring your goals to your boss and have a discussion about
your plans to do better in your work.
Showing initiative in this way will help your employer understand that
you are serious about making improvements.
The bottom line is a performance review is ultimately a guide for how you’ve
done and how to move forward. Although merit increases and promos can be tied
to it, if you keep a balanced opinion about the process, warts and all, you’ll
always come out ahead professionally.
