If even just the thought of a performance appraisal makes your
stomach gurgle and blood drain from your face, then you are not going
into it with the right mindset and, yes, anyone can learn how to acquire
it and, no, it's never too late.
Begin
by understanding what any boss is about. He or she wants to maximise
the profit margin and minimise subordinate unrest so that they,
themselves, get as quiet a life as possible. That's not rocket science
to understand and it gets you thinking along the right lines.
Next, and at least two days before the meeting, read the procedures for the appraisal over and over again until the managerial double-speak starts to peel away into practical and meaningful statements.
Use these yardstick criteria to see how you have performed against each key job function you execute. This only works if you can be totally honest with yourself - don't hold back, your boss won't! Record your thoughts on a copy of your job description. Once you've finished, put the piece of paper away and try to forget it for at least 24 hours - an act which will allow you to psychologically distance yourself from it and let you be more objective.
After a day has gone by, retrieve the paper and now, for each element, ask yourself, 'Why did I do so well / so badly?', carefully and honestly recording your thoughts.
On the day of the appraisal, take these notes with you. Your boss should be very pleasantly surprised that you have taken the trouble to think about your performance and that you are viewing the appraisal in such a serious and constructive light. This will instantly place you above your colleagues and their, "Um, I don't know" style responses to the boss' questions.
Do make notes during the appraisal - no right-minded boss should be anything other than delighted by that act even if they are disappointed with your performance.
Next, over the following year, record how you have attended to your weaknesses, developed your strengths and complied with company policies. Never skimp on what you record, and make sure that it stands alone and contains enough detail to be able to usefully refer back to it.
Keep a separate record of any training courses you attend, additional duties you assume, grievances you experience and, generally, anything at your place of work that you like or dislike. Keep a copy of any letters or other official documents which substantiate these statements.
Before your next appraisal, collate this information and summarise it into bullet-point form so that you can run through it in the meeting.
Never argue or fall out with the reviewer. No matter how critical they are being of you, this is not a disciplinary hearing and it cannot lead into one (they have not given you the statutory notice period).
Keep calm and be honest; don't interrupt, make silly promises or compare yourself to other members of staff unless it is both relevant and you have something to substantiate your comment with. Always see the appraisal in a positive light and try to make useful contributions and pose intelligent questions.
Next, and at least two days before the meeting, read the procedures for the appraisal over and over again until the managerial double-speak starts to peel away into practical and meaningful statements.
Use these yardstick criteria to see how you have performed against each key job function you execute. This only works if you can be totally honest with yourself - don't hold back, your boss won't! Record your thoughts on a copy of your job description. Once you've finished, put the piece of paper away and try to forget it for at least 24 hours - an act which will allow you to psychologically distance yourself from it and let you be more objective.
After a day has gone by, retrieve the paper and now, for each element, ask yourself, 'Why did I do so well / so badly?', carefully and honestly recording your thoughts.
On the day of the appraisal, take these notes with you. Your boss should be very pleasantly surprised that you have taken the trouble to think about your performance and that you are viewing the appraisal in such a serious and constructive light. This will instantly place you above your colleagues and their, "Um, I don't know" style responses to the boss' questions.
Do make notes during the appraisal - no right-minded boss should be anything other than delighted by that act even if they are disappointed with your performance.
Next, over the following year, record how you have attended to your weaknesses, developed your strengths and complied with company policies. Never skimp on what you record, and make sure that it stands alone and contains enough detail to be able to usefully refer back to it.
Keep a separate record of any training courses you attend, additional duties you assume, grievances you experience and, generally, anything at your place of work that you like or dislike. Keep a copy of any letters or other official documents which substantiate these statements.
Before your next appraisal, collate this information and summarise it into bullet-point form so that you can run through it in the meeting.
Never argue or fall out with the reviewer. No matter how critical they are being of you, this is not a disciplinary hearing and it cannot lead into one (they have not given you the statutory notice period).
Keep calm and be honest; don't interrupt, make silly promises or compare yourself to other members of staff unless it is both relevant and you have something to substantiate your comment with. Always see the appraisal in a positive light and try to make useful contributions and pose intelligent questions.
No comments:
Post a Comment