For those of us lucky to be employed one of the regular challenges we have to go through is the performance appraisal (or performance review.)
While each company has it’s own policy and periodicity for these lovely things (be they annually or quarterly or other) the chances are at you’ll have one at least once a year.
While of course, they can make us feel both ends of the spectrum, on the one hand, a good review makes us feel like superman while a bad one makes some of us feel like children being told off, however, performance appraisals needn’t be about power dynamics between you and your boss.
Most of us like a level of independence/freedom at work and having to answer for ourselves can feel, for some, very intimidating. Before it, we fret about what we might be challenged with and afterward, we’ll go over things which were said (“what did they mean by that”) and kick ourselves for not speaking out.
However, with a little preparation and some strategy, personal reviews/appraisals can work to our advantage (yes I really did say that!).
The key thing is that we shouldn’t enter it with a victims mindset. Appraisals should, of course, be about learning what we can do better (we’re human after all) but also about what we, as individuals, need to do to deliver more effectively. Also we want to see what the company can do for us.
Appraisals should be seen as an opportunity which we look to grasp with both hands and see it as our time and take advantage of that.
Key variable to your review – the boss.
Of course one of the key defining factors in how a performance review goes is the boss themselves. Some take appraisals as an opportunity to align business goals and people, some hate them (and add little value to the process) others see them as a beating up session.
The key thing with appraisals is DO NOT BE PASSIVE. Do your homework and enter into the appraisal with your eyes open. Some of that research might be:
1) What objectives was I given and how do I (honestly) think I did with them. If these are measured via a KPI then bring these along.
2) What objectives have I been given for the year ahead – am I confident about succeeding, what help do I need
3) What training/development plan do I have – what does the next review period look like?
Once you’ve done some research then you’re ready. Here are our top 5 questions for YOU to ask during your appraisal (and no they are not related to a salary increase.
1. What did I do well this year?
Appraisals aren’t just about criticism, knowing what we did well can offer us insight into how we should approach other areas of our job.
2. What aspects of my job should I do differently?
Note the question being asked here is not what did I do wrong, but what I can do differently. This phrases the question around the future and talks in terms of improvement in a constructive way. It also shows that you’re open to change and can learn.
3/ What are my goals next year and how will I be measured against them?
It’s imperative that you understand what your boss wants you to do and how he will perceive whether you’ve done it. If goals are weighted until the end of the year think about what milestones might be reviewed that give both of you the confidence that things are progressing well.
4/ What skills do I need for the upcoming year.
So you know your goals are you able to do them? If not what’s the skills gap and how do you and your boss close that.
5/ What can I do for you?
Always a killer question, what can you do to help your boss. Ask exactly what they want. Some might not have any idea but the question should prompt some discussion. Think of them and that you’re there to make things easier for them. This can really make your boss think well of you.
Remember, performance reviews are a method of torture it’s about understanding how you’re doing, what works well and what doesn’t.
Put yourself in the position of the company, what do they need you to do. Remember your employer isn’t a charity it’s called work for a reason.
Finally, relax, it’s a review -what’s the worst that could happen?!
Got some ideas/tips on performance appraisals? We’d love your feedback in the comments section below.