How to Excel in Performance EvaluationsBy Natasha Leitao [Getting it Done]
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 Goals When writing your personal and corporate goals, try to use the SMART rule whenever possible. SMART goals are specific, measurable, achievable, realistic and time-bound. Using this principle will help you remain on track when developing them. Relating your personal goals to corporate ones will aid you in the process as well. Take advantage of the resources available to help you achieve your goals, such as colleague expertise, journals, textbooks and conferences. Furthermore, don’t list a ridiculous number of goals – any more than three or four per section will imply that you are insincere or unfocused. Be cognizant that your supervisor is depending on you to achieve these goals, so be diligent in selecting ones you know you can manage. Fed to the Lions So now it’s all done and you’re about to meet with your supervisor. At risk of sounding patronizing, relax! You’ve done all the preparation work required and now it’s show time. Before you proceed, though, assume nothing. Don’t go in expecting a raise or promotion. Humility goes a long way in a performance review. Just go in well-equipped to discuss anything you’ve been working on. In the review meeting, elaborate on each of the competencies you have written about. When your manager discusses your work, listen and learn – after all, this is how you flourish in your career. Don’t be defensive when it comes to criticism. Acknowledge areas that you need to develop and ask how you can improve. Conversely, accept compliments graciously – you deserve praise. If you plan on staying with that organization for a while, it is imperative to be grateful. Iterate to your manager how much you enjoy your job. Focus on how much you appreciate the support, resources, team attitude, etc, allocated to you. Employees who are perceived as altruistic and motivated towards the benefit of the organization are perceived much more favourably than those who are not. Salary and All That Jazz Unless you’ve had a terrible performance in the past year or you’ve hit a pay range ceiling, you will likely receive a salary raise or in some cases, a promotion. If you’re not pleased with your raise, you may have room to negotiate by further demonstrating the scope of work you’ve completed in the past year. If you are unsuccessful at negotiating the raise, thank your boss, and ask if the situation can be revisited in a couple of months. If you were expecting a promotion and didn’t receive it, ask for an explanation. You will usually get one. If it’s legitimate, ask how you can work towards the promotion. If you think the reasoning is unfair, you may have to reconsider your options with the company. _________________________________ apprehensive appraisal In my experience, job performance evaluations have consistently been constructive and positive. Over time, you develop skills and methodologies to assist you in maximizing the situation. Evaluations are a prolific tool in helping employee’s progress, provided that they are done professionally and delivered without judgment. So the next time you’re up for the beast, turn it into a beauty. |
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