Prepare for your performance review: Ace Your Review
In a nutshell
A performance review, also known as an employee appraisal, is a regular evaluation of an employee's job performance and overall contribution to a company. Its purpose is to measure and improve job performance, foster communication between employees and management, and provide a record of an employee’s performance and development over time.
What is it - the detail
Performance reviews can vary by organization but generally include an assessment of an individual's work performance, strengths and areas for improvement, goals for the upcoming period, and a plan for achieving these goals.
Consider the example of Adobe. They moved away from traditional performance reviews to a model they call "Check-In." Managers provide ongoing feedback and set expectations for employees throughout the year, rather than in an annual review. This continuous communication reduces anxiety around performance reviews and fosters a culture of transparency and growth.
Consider the example of Adobe. They moved away from traditional performance reviews to a model they call "Check-In." Managers provide ongoing feedback and set expectations for employees throughout the year, rather than in an annual review. This continuous communication reduces anxiety around performance reviews and fosters a culture of transparency and growth.
Why it’s useful and important
Performance reviews are critical in managing employee growth, setting career goals, and aligning individual activities with the organization's strategic objectives. They foster open communication and provide an opportunity for employees to discuss their career aspirations, feedback, and concerns with their manager.
The example of General Electric (GE) is notable here. GE revolutionized their performance reviews by replacing rankings with ongoing touchpoints and future-oriented development discussions, thus promoting continuous learning and growth.
The example of General Electric (GE) is notable here. GE revolutionized their performance reviews by replacing rankings with ongoing touchpoints and future-oriented development discussions, thus promoting continuous learning and growth.
How to develop it, use it or employ it
Preparing for a performance review is more than just showing up. It involves self-reflection, gathering evidence, setting goals, and open communication. Here's how to do it:
- Self-Reflection: Reflect on your accomplishments, strengths, and areas for improvement. This gives you an opportunity to consider your own performance before discussing it with your manager.
- Gather Evidence: Collect specific examples of your work to demonstrate your achievements. This evidence will provide a solid foundation for your discussion.
- Set Goals: Define clear, achievable goals for the next review period. Your goals should align with your career aspirations and the strategic objectives of your organization.
- Open Communication: Prepare to discuss your performance openly with your manager. Be ready to listen to feedback and provide your own thoughts and concerns.
Common pitfalls to avoid
- Lack of preparation: Entering a review without thorough preparation can lead to vague feedback and missed opportunities for meaningful discussion. Invest time in gathering comprehensive data and examples of performance.
- Only focusing on recent events: The "recency bias," where recent events overshadow the entire review period, can skew an appraisal. Aim to consider the employee's performance across the entire review cycle.
- Neglecting the positive: Focusing solely on areas for improvement without acknowledging achievements can demoralize employees. Balance constructive criticism with recognition of successes.
- Avoiding difficult conversations: Shying away from addressing underperformance or problematic behaviors can hinder growth. Approach these discussions with honesty, empathy, and a focus on solutions.
- Failing to set clear goals: A review without actionable and clear future objectives lacks direction. Collaboratively set specific, measurable, achievable, relevant, and time-bound (SMART) goals for the next period.
Key takeaways
Performance reviews are an integral part of career growth and development. Here are three key takeaways for acing your next review:
- Prepare Ahead: Reflect on your performance, gather evidence of your work, and be ready to discuss it.
- Set Clear Goals: Use your performance review to set specific, measurable, achievable, relevant, and time-bound (SMART) goals for the next review period.
- Embrace Feedback: Be open to feedback and view it as an opportunity for growth, not as criticism.
Just like Adobe and GE, we need to recognize the potential in performance reviews to foster a culture of continuous learning and growth. By preparing effectively, you can turn your performance review from a daunting task into a rewarding experience that accelerates your career growth.
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