Performance reviews should be an opportunity for employees to demonstrate their accomplishments and distinguish their behaviours. While performance reviews is key to getting team to set priorities and clarify actions managers (and employees) often treat it as a make-work task instead of a constructive and conducive conversation. It's important to use this critical tool to its best advantage as it can have an impact on pay, professional development and job security.
Here are some tips to make the process work for you and make it easier for your manager to write up a shining review:
understand your role and position at the company
If you are uncertain about the role and the requirements of the position, seek clarification from the HR department, team leader or management. A great place to start is a detailed list of job duties or, if it is available, an official job description. if no description exists, search for one or two jobs online that are a close match to your role. You, along with your manager, can develop an appropriate description from there.
Be part of the conversation
Many employees are missing important opportunities to maximise their earning potential by not devoting more effort to their performance review or ensuring that they get a clear explanation of their goals and objectives.Be an active participant in establishing your goals from the start. Focus on key objectives and define a plan that makes for you and your manager
Set SMART goals
When establishing goals make sure that are meaningful and relevant. They should be value in doing a particular activity. Each goal must be relevant to the work you are doing each day should be mutually agreed by you and your manager. for tips and techniques of how to set SMART goals, click here.
Goals as a project plan
Make your goals your mission for the year. keep goals current, track progress and contributions and update goals as appropriate to reflect any changes in your role or responsibilities. Remember that although goals are set to achieve certain work-based objectives they can also yield personal rewards in the form of professional and developmental growth and greater earnings potential.
Continuously document accomplishments
No one pays closer attention to your work then you. The annual performance review, and the promotion or salary increase that often goes with it, can be enhanced significantly if you highlight your accomplishments clearly and make a case for yourself. Document your accomplishments along the way and let your manager know when you have reached milestones. If you reach a stumbling block along the way, seek advice on how to best resolve the issues.
Be open to additional growth and development
If you don't have access to the tool or training necessary to achieve a particular objective, be sure to ask. Your manager will see that you want to improve the quality of your work and are interested in professional growth. additional training will make you indispensable and and set you up for the next step in your career.