Were you naughty or nice? Santa is not the only one who is interested. Year-end is the most common time for employees to meet with their supervisors for their annual performance evaluations - a process dreaded by some and welcomed by others. The good news is there are steps you can take to reduce your feelings of dread and increase your chances for a positive experience.
Prepare, prepare, prepare!
- Being prepared is critical if you want to get the most out of your year-end review. If you have only been with your company a short time, you will want to get a sense of how they do their reviews. Ask your supervisor about the format well in advance, or you can ask some trusted co-workers. You do not want to be caught off-guard. Another helpful
tip ,is to track your accomplishments throughout the year. Did you meet or exceed your goals or receive positive feedback from a client, colleague or supervisor? Document it so you can refer to it later. Can you quantify your success in dollars and percentages to demonstrate your value? That is even better! If you have this information handy during your evaluation, you can advocate for yourself and are less likely to forget something important.
- While self-promotion is great, it is equally as important to identify where you may need to improve. Your reviewer may discuss areas where you did not meet expectations. You should try to anticipate where you may have fallen short and be prepared to share how you plan to improve. Demonstrate your commitment to furthering the company’s mission and dedication to meeting and exceeding objectives. You also need to accept what they say, focus on the positive, explain how you plan to overcome this and move on.
- Would you like to attend training, get involved in special projects or exposure to other departments? Your year-end review is a perfect time to establish goals for the coming year and to discuss with your manager a well laid out plan for achieving those goals. While your year-end review is not always the best time to discuss a raise or promotion, it is a good time to start laying the groundwork. Try to connect your inquiry about compensation to your goals and performance and include your manager in the development of a timeline to that next step.
Bernard Marr, LinkedIn