Specialists in Organizational and Executive Leadership
Making Your Performance Review A Vehicle For Advancement
Introduction
In many companies, the early part of the year signals the annual review time. Whether it’s dreaded or positively anticipated has to do with a couple of things. The reviewer in terms of how much effort they put into it and importance they place on it. To the one being reviewed, the review is impacted in terms of how seriously she or he hears and accepts it. A forthcoming review is an opportunity to go beyond hearing how one is performing and being eligible for a raise.
In fact, a performance review is an opportunity for employees to highlight their strengths and accomplishments as they shine a spotlight on the contributions that have been made. In doing so one helps the company leaders see them for the potential they offer going forward. Thus, the reviewee creates opportunities for themselves as they work to grow and succeed in their career.
The to-do list of actions that provide cement leading to job opportunities.
Here is a fairly straight forward to-do list for making your next review work in one’s favor:
Your own personal attitude toward your review
What is the value you want and anticipate getting from it?
What are reasons that keep you from wanting to have a review and what can you do to rethink and alter your attitude?
How can your review help you to grow and improve in your work and thus enhance your value to the organization?
How do you want to ‘be’ as a reviewee … how do you want to be perceived by your reviewer?
Come Prepared
Before your performance review, take some time to reflect on your work over the past year.
Make a list of your accomplishments, challenges you overcame, and any feedback or suggestions you received from colleagues or supervisors. This will help you be prepared for the conversation and allow you to speak confidently about your work.
Where have you seen growth and what can you point at that confirms this growth?
What accomplishments have you made that reflect the input you received from your previous review?
Be Positive During your performance review.
Try to maintain a positive attitude, even if you receive constructive criticism.
Listen actively to the feedback provided and ask questions if you need clarification.
Remember that the feedback is not a personal attack, but rather an opportunity to grow and improve.
Acknowledge Feedback
When you receive constructive feedback, it can be tempting to become defensive or dismissive. However, this will only make the situation worse. Instead, take the feedback seriously and thank your supervisor for their insights.
Show that you are committed to improving and ask for suggestions on how to do so.
Highlight Achievements
When discussing your accomplishments, be specific and provide examples of how you
contributed to the team or organization.
Highlight any projects you led, goals you achieved, or improvements you made.
Quantify your results where possible, such as increased sales, improved customer satisfaction, or reduced costs.
Personal growth goals for the coming year
Use your performance review as an opportunity to discuss your goals for the upcoming year.
Be specific about what you hope to achieve and how you plan to do so.
What is your devised plan for achieving these goals?
Consider any development opportunities or training you would like to pursue to help you reach your goals.
Emphasize Teamwork
In addition to discussing your individual accomplishments, emphasize how you have contributed to the team.
Discuss any collaborations you participated in or any support you provided to colleagues.
Show that you are committed to the success of the team and the organization as a whole.
Be Professional
Throughout your performance review, it is important to maintain a professional demeanor.
Avoid becoming defensive, emotional, or confrontational.
Stay focused on the conversation and be respectful to your supervisor.
Remember that your attitude and behavior during the review can have an impact on your future opportunities within the organization.
Ask for help that will help you achieve your goals.
Identify training or experience that you feel you need to achieve the goals you have identified.
Ask for added input of other learning that you need to do to reach your identified next goal.
How do you make the review and interactive meeting?
Given a desire to increase one’s value to the organization what do you want to do to make certain the meeting is very interactive?
What is the level of interest and attitude that you want to convey to your reviewer?
How do you want your reviewer to perceive you in this meeting and what is that going to require on your part?
In Conclusion
Spending the time to consider and have answers to the above questions will only help to make you a willing and interested participant in your review meeting. Showing your interest and really preparing for your review enables you to come across as the one to keep. You will be making the boss less interested in looking elsewhere at the same time you get what you want … your job and its’ potential! Seems like this is a winner from all sides AND it actually is inexpensive cement … just your time and attitude.
Turning your performance review into a strong positive requires preparation, a positive attitude, acknowledgement of feedback, highlighting achievements, discussing goals, emphasizing teamwork, and professionalism. Doing this can only reap benefits that go well beyond current review itself. Mike Dorman
