The traditional yearly performance appraisal usually involves a personal meeting between an employee and their manager. It is used to discuss past and future performance, and a written record is normally made of the discussion.
Some organizations feel that traditional appraisals are not very effective. Instead, they use other methods, such as 360-degree appraisals with feedback from multiple sources. Or the appraisal might take place online via a self-evaluation questionnaire. Some employers even use regular assessment centres, where employees are given tasks that reveal more about their personalities and working methods.
Whatever the method, you need to prepare yourself properly for this opportunity to advance your career. Here are seven tips on how to make the most of your appraisal.
1. Have the right mindset
Many of us do not enjoy appraisals. We dislike the idea of being judged and are worried about negative feedback. We feel nervous and negative. Then, during the appraisal, we seem resentful and defensive.
We need the right mindset for our appraisals. First, recognize that an appraisal is not designed to criticize you. It’s a chance for you to hear the honest feedback you need to grow professionally. Go into the performance review with an open mind. Think carefully about the feedback you get, especially things you disagree with or do not like. Remember that what is being said is meant to help you — not to undermine you.
2. Evaluate yourself
Evaluate how well you have delivered on the goals that were set at your last appraisal. Did you meet them? Did you go above and beyond them? If you didn’t meet a goal, be prepared to explain why. Did you act on feedback about your skills or attitude to work? What do you think are your strengths? Where do you still need to improve? Did you take part in any training sessions? Also, think about your role in the team or department. How are you contributing to their success? What are you doing to help create a good working atmosphere?
3. Collect evidence
You need to collect evidence of your accomplishments since your last appraisal. This can include examples of your presentations and of improvements in work processes that you were responsible for. Make a summary of the training, coaching or mentoring of colleagues you have been involved in. Show evidence of training you have taken part in, or certification processes you have been through. What has been the most challenging part of your work since your last appraisal? Show what you have done to overcome your challenges.
Collecting such evidence shows that you take the appraisal process seriously and it proves your commitment.
4. List your goals
You might be asked about your own goals in the organization. Have some answers ready that show that you want to learn and grow. As part of your preparation, make a list of your short- and long-term goals. Include both professional and personal goals, with a timeline for achieving them.
This can lead to a discussion about your promotion prospects and what you need to do to achieve your career goals.
5. Be ready to learn
Show that you are doing everything you can to stay up to date in your field. Then, talk about the new skills you need to learn and about how these would help you take on new roles and responsibilities and add value to the organization. You could mention an interest in learning a skill outside your immediate professional field that could be of help in the future. This shows your willingness to adapt as the necessary skill sets change.
6. Be proactive
Take a proactive part in your performance review by asking questions and sharing your ideas about the future.
Make a note of questions you have about the organization, its future business plans and your role in them. If something is causing you problems in your work, be prepared to explain it clearly and offer suggestions for improvement. This shows you are not simply complaining, but want to deal with problems constructively.
If you want to be considered for a promotion, be sure to share your enthusiasm for the new role and the reasons why you think you would be suitable for the position.
7. Follow up
The traditional appraisal is usually followed up by a written report that both the manager and the employee sign off. There may also be an appeal system if the employee feels the appraisal was unfair.
Once the appraisal results are agreed, your manager will often follow up with regular meetings before the next full appraisal. If this is not automatically the case, arrange meetings with your manager yourself. Discuss your objectives and progress to ensure that you are on the right track.