Want to get the most out of your performance review? Look no further. Read on to find how you can improve the effectiveness of those all important performance reviews.
Performance reviews are a forum for praise and improvement between supervisor and employee. In today’s professional society there has been an organisational shift to ongoing performance management. As an employee, it is imperative to get the most out of these meetings; below is a simple checklist to make sure you’re doing all you can!
The old adage reads: ‘fail to prepare, prepare to fail’. Although an unwelcoming phrase, the message rings true. It is important to prepare for your performance review. Your manager won’t be able to remember all that you’ve accomplished since the last meeting. The 3 tips below are really easy to implement:
How have you performed in relation to your objectives? What have you done well? What hasn’t gone so well? Where can you improve? What do you need from your manager to perform even better? This gives you an overview of what can be discussed during your review.
Ask yourself key questions which are likely to come up in the performance review.
When in your review, remember to be honest, realistic, objective and specific. The meeting is an opportunity to develop a positive working environment. You should be updated on organisational goals that impact directly (or indirectly) on your work. It should also provide you with guidance on your short term goals and also be a comfortable place to discuss long term career goals. Before concluding the meeting, both parties should review any items that may carry over to the next meeting, these include: employee goals, challenges, deadlines and key tactics for achievement.
By the end of the performance review you should be able to answer the question:
Want to learn more about PeopleGoal and how we can help you? Download our practical toolkit: ‘Modernising your Performance Management Processes.’ It’s free, easy and simple to use.
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