Five Tips for a Smooth Performance Review

I love performance reviews - both giving and receiving them! I know. I'm weird. Shut up! In this post, I'll let you in on my secrets to a smooth performance review - regardless of how you performed, but first a few pieces of advice. 

The performance review is a formal document that follows you for the duration of your employment at a specific company. In most cases, your merit increases and bonuses -read $$$ - are tied to your performance reviews. Accuracy is a must!

If your manager provides you with a copy of your performance review before your meeting, READ IT THOROUGHLY! Make sure that anything that is written is correct and relevant to you. You would be surprised at how many copy and paste errors I have found on a formal document. Any discrepancies, bring them up with your manager during your meeting. 

If you manager does not schedule a performance review by April 2018 - request a meeting yourself. January-March are prime performance review season. 

Here are five tips to ensure a smooth productive review: 1. Self Reflection The secret to having a good performance review, regardless of how you performed, is self reflection. If you take the time to reflect on every task/assignment/project, objectively evaluating your own performance, your year-end review will not be a surprise to you. You know how you performed because you were there doing - or not doing - what you were supposed to! Take ownership of your performance, but don't be afraid to stand up for yourself. 2. Know your numbers I realize this is easier for people who have objective metrics to meet. Either way, know how you've added value over the past year. Whether you are in sales, operations, IT or human resources, you were hired to add value to the company. You must be able to articulate how you've done so. 3. Prepare a list of accomplishments This list is your proverbial receipt - proof of your work. Be sure to tie each one back to the organization's strategic initiatives. Also, add the juicy ones - read quantifiable - to you resume. BOOM. 4. Pick a hard skill and a soft skill you will work on for the following year A hard skill is a tangible capability you need to complete your work. Examples include: improving power point skills or learning to code HTML. A soft skill is a capability that will allow you to be more effective at your work like, improving communication or time management skills. Keep in mind that your manager will have an idea of what s/he would like you to improve and may add to this. If they don't say anything about improvement, you should ask explicitly, "What skill(s) you would like me to work on this coming year?". Giving feedback is hard, and lots of mangers are not very good at it. But remember, this is your livelihood. Take ownership. 5. Prepare feedback for your manager I know this is scary for some, but hear me out. Management and leadership are skills that need to be developed. As the employee, you have the power to influence how your manager leads you. As stated in #4, giving and receiving feedback is hard, and it is the only way your manager be a more effective leader. Beleive it or not, your manager wants to do well, just as much - if not more - as you do. 

A light example of unwanted public recognition:

State observation:

"Hey Mr/s. Manager, I love that you take the time to recognize me on my birthday and when I do something cool. It makes me feel valued and appreciated."

State the impact and partner on resolutions:

However, public recognition makes me anxious. Let's discuss ways that we can meet each other's needs.".

One of my favorite examples is feedback to a manager who doesn't manage his/her work load well and expects you to pick up their slack, by constantly adding things to your plate:

State observation:

"Mr/s Manager, one thing I think we can work on together is deliverable expectations for special projects. A few times this year (make sure to have examples available) I was asked to put my work aside to work on emergency special projects for you, then I was reprimanded for falling behind on my work."

State what you need from your manager:

"Going forward, I realize that I have to communicate when I will miss a deadline or if a special project will impact my core responsibilities.  In order for me to be effective and to provide you support when needed, please ensure that my involvement critical AND get me involved in any special/emergency projects as early as possible so that I can manage my workload accordingly." 

At this point your manager will probably have clarifying questions, s/he may get defensive, or s/he may agree with you. It is critical to gain their acknowledgement of the issue and a commitment to do better. Keep in mind that s/he may come up with his/her own resolutions. 

Reassure that you are committed 

"I love my job and I enjoy working for you! I just want to make sure that our department/team exceeds or targets/metrics/goals and that you and I continue to have a good, productive working relationship."

While these are examples, they represent real-life employee - manager situations with scripts written in my own words. Use them as a guide to have a conversation with your manager. I assure you they would appreciate you for it.

#corporate #organization #PerformanceReviews #feedback