7 Things to do AFTER your Annual Performance Review !!
When you browse for "Annual Performance Review", you might get many articles on how to prepare and conduct Annual performance review. But rare on what to do 'after' your performance review. Even though am a person with an ideology of performance reviews to be part of day-day activities and not an annual event, but since many companies still believe and carry out as their employee evaluation am trying to pin down some things to do 'AFTER' performance review.
So here are some of tips, hope they are useful to you :
So here are some of tips, hope they are useful to you :
1. Your evaluation is already done. Its a formality.
If your company is still following the bell curve, please be aware that your Manager has already decided on your rating and your discussion with him / her is a formality. With a sizeable team, Manager is forced to rate his employees into 20% Top, 70% general and remaining 10% as bottom. Therefore, your rating is already done and shared. This practice is talking of majority.
If you had done a self-assessment of your performance, in comparison with your team members you would get an idea as to which category you would be falling.
2. What Feeling did you come out of the meeting ?
The reason why Annual Performance reviews don't add value, is neither employee nor Manager are prepared for it. It is usually the last mile run is fresh in minds of manager, until an exceptional performance was delivered in starting of year which remains etched in mind of manager.
Make a list of things which were spoken, categorise them into positives and negatives according to you along with timelines of examples.
3. Self-Assessment - Correct or different ?
As said earlier, before entering into the Annual Performance review, some amount of self-assessment must be done according to each projects. In fact many systems are built in such a way that first the employees fills each task and then discusses with his / her manager. Therefore, it is important to know how good have you assessed based on the evaluation scale used by your Manager / Organisation. Are scales different ?
4. Remember Nobody is Perfect !
While it is evident and known that points of area for improvement will be spoken, many times it is on how the critical feedback / negative feedback is given by Manager. In many countries, sandwich model is BEST, i.e start with good comment, provide critical feedback and close it with Good comment.
5. Facts Speak : Build Documentation
Now that you know the areas which have not been noticed by your manager / feels area for improvement, sit down and make a plan on how you will bring in facts and start documenting for your 'next' annual review and present to organization on improvement in those areas. How strong you stick to these is dependant on each individual, but this will help you in long run.
6. Analyse the discussion on 2 x 2 Matrix as below
If you had done a self-assessment of your performance, in comparison with your team members you would get an idea as to which category you would be falling.
2. What Feeling did you come out of the meeting ?
The reason why Annual Performance reviews don't add value, is neither employee nor Manager are prepared for it. It is usually the last mile run is fresh in minds of manager, until an exceptional performance was delivered in starting of year which remains etched in mind of manager.
Make a list of things which were spoken, categorise them into positives and negatives according to you along with timelines of examples.
As said earlier, before entering into the Annual Performance review, some amount of self-assessment must be done according to each projects. In fact many systems are built in such a way that first the employees fills each task and then discusses with his / her manager. Therefore, it is important to know how good have you assessed based on the evaluation scale used by your Manager / Organisation. Are scales different ?
4. Remember Nobody is Perfect !
While it is evident and known that points of area for improvement will be spoken, many times it is on how the critical feedback / negative feedback is given by Manager. In many countries, sandwich model is BEST, i.e start with good comment, provide critical feedback and close it with Good comment.
5. Facts Speak : Build Documentation
Now that you know the areas which have not been noticed by your manager / feels area for improvement, sit down and make a plan on how you will bring in facts and start documenting for your 'next' annual review and present to organization on improvement in those areas. How strong you stick to these is dependant on each individual, but this will help you in long run.
6. Analyse the discussion on 2 x 2 Matrix as below
7. Take a Break
After all the self-assessment, discussions, analysing areas for improvement it is also equally important to start afresh for next year and therefore, take a break. Go on a short vacation with your friends / family and this will definitely help you to refresh your thoughts and start afresh on the areas which you have marked for Improvement.
Comments
Post a Comment