Employee Performance Review plays a very crucial
role in the Performance Management criteria of any organization irrespective of
its size and level. This Employee Performance Review is a systematic and a
periodic process that evaluates or calculates an individual employee’s job performance
or conduct with respect to pre defined organizational goals and objectives. The
employee will be ranked according to the measures set by an organization based
upon his/her performance. Also, in this process other aspects of individual
employees are considered, such as organizational behavior, potential for
future improvement, strengths and weaknesses, employee’s perspective about the
company and the job profile etc.
Seemingly, every organization has certain Performance Management strategies
implemented in their plans and in accordance with that they conduct this Employee
Performance Review on a regular basis. This can be done on monthly basis or
annually, depending on the companies rules.
However managers play a vital role in Employee
Performance Review process as they not only forecast their opinion about the
employee but also deliver the word of the boss. Every employee must take care
to be fully engaged in this review process to get full feedback and also clear
all his issues with the management in face. Here are some points which the
employee must keep in mind before going for the Employee Performance Review.
·
Before going for the Employee Performance Review always remember that
this is the only chance you will get every year to communicate with your
manager in face about yourself. Never miss a chance to explain your key role in
the success of the company. The way you handle the performance review process
will forecast your professionalism and maturity to the manager.
·
Always be prepared in
advance for the review meetings by highlighting your accomplishments during the
period of time, the areas where you strived hard, your goals for next year, and
your thoughts about your professional development needs. Be prepared for all
this so that you can be clear about your speech you give in the meeting.
·
Since managers and
the employees often have so little time to problem solve, it’s easy for a
performance review to get turn into a business update. Don’t ever let your talk
divert to some complex business aspect, as this meeting is for you and your
growth. Don’t make you get stuck in a debate with your manger and end up on a
negative note. Your long hard work can be wasted as of such unwanted arguments.
·
If your manager has
feedback for you that is not clear speak up. Make sure that you get right
meaning of all your outlines and major goals as this may help you allot in your
future.
·
Never discuss salary
in your review meetings. But make sure that you portray all your milestones and
success areas so that they themselves fell to raise your bar.
·
Never say you are
perfect as it will show your audacity. Instead always ask your manager any
possible way to improve yourself and your performance. This will show your eagerness
to learn new and innovative things.
·
Never take all the
blame on your head. Groveling and apologizing for everything will leave a
negative impact on your manager. A manager doesn’t gain confidence in an
employee whose principal message is, “Yes, I’m bad, it’s my
fault.” Instead talk about the problematic area and ask for suggestions to
overcome such situations.
Taking care of these certain things will get you
prepared for your next Employee Performance Review which will get you benefits
both on the career front and as well personal front. Be prepared and just go
for it! Learn more at
http://www.bullseyeevaluation.com/
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