It would probably be almost impossible to find someone who would admit to liking performance appraisals. Maybe Super Man or Batman might not fear having their job performance rated, but most employees do. It’s really unfortunate too that the performance ratings get such a bad rap because they are meant to motivate employees and not scare them.
The problem is not that performance ratings affect salaries, but rather that people don’t like to hear themselves being analyzed. Who wants to listen to another person tell them where they fell down on the job? Who wants to know in what areas they are weak or need improvement? Who wants to hear that they could have done better?
The answer should be: you do! The performance appraisal is the perfect time to learn how you can improve, and your response to your supervisor’s comments can be turned into an opportunity to shine. You read right! People who respond to performance appraisals suggestions for improvement with anger or frustration only verify the supervisor’s concerns. If ever there was a time to act like an adult, it is now. Instead of viewing the process as one meant to criticize, you should view it as a chance to learn more about yourself and how you can better meet organizational goals.
Following are some guidelines on making your performance appraisal shine. You have a true responsibility to understand what the organization wants and expects from you as an employee. Throughout the year it can be difficult to get attention from busy managers. But now you are face to face and have an ideal opportunity to get clarification and direction that can be used to set new goals for the coming year.
Understand Your Job Description
There are jokes made about “other related job duties”. It’s a catch-all category that some employees feel is used against them. It’s important to clarify with your supervisor exactly what is expected of you. You have every right to ask about those other duties. You want to know how your performance will be measured in each category on your job description. If you didn’t understand during the past year what fell under the category of other related job duties, then now is the time to ask. In fact, ask about any specific item on the appraisal you don’t fully understand. You have a right to ask for specifics.
If during your performance appraisal you discover a low rating has been assigned to a particular performance measurement, be sure to ask for specifics as to why this particular rating was given and what you need to do in order to raise it.
Understand the Process
Many employees have no idea how the performance appraisal process works until it’s time to have a meeting with the supervisor. You really should ask about the process long before then so you have a good understanding of how you will be rated and in what areas. You want to know when and how you will be rated. But if you failed to find out before your upcoming meeting, then be sure to ask questions so you can spend the next year focusing on the specific areas.
Always Come Prepared
Throughout the year you should be documenting your accomplishments. When the performance appraisal meeting comes around, you have proof that you have exceeded the requirements of the job. There is no way a busy manager fully understands what each and every employee is accomplishing from day to day. You want to make sure you are getting credit for your skills, ideas, accomplishments, and deadlines you have met.
Plan Ahead
The fact is that performance appraisals are meant to be motivating rather than scary. One way to make sure that is actually the case is to set monthly and annual goals and then rate yourself. When you go through a performance appraisal, you can use some of the time reviewing those goals and taking the initiative to work with the supervisor to make new goals.
Communicate
During the performance appraisal don’t just sit there like a prisoner being punished. The meeting is meant to be informative, and you want to use this dedicated time with your supervisor wisely. Ask a lot of questions and get clarification as to what the supervisor expects. You can find out what he or she sees as your strengths and weaknesses. It’s a great time to find out how you can better serve the organization while pursuing career goals.
Get Some Coaching
The supervisor has completed a performance appraisal and is ready to discuss the rating. Instead of reacting negatively, consider this the equivalent of a job coaching session. You can get some direction, advice, and motivation as to how best to meet established goals. The two-way conversation should be open and honest. This is a time for clarifying roles, fine tuning responsibilities and better understanding compensation.
A successful performance appraisal is not one where the supervisor does all the talking. You need to understand exactly how your job performance is tied to compensation. Nothing gets people upset more than when they believe they have been treated unfairly in terms of compensation despite doing a good job.
The performance appraisal can shine when it’s more than just a rating system. It can be so much more when it’s also turned into a time for:
- Job counseling
- Providing feedback on performance
- Setting next year goals
- Mentoring
- Establishing training needs
- Defining mutually agreeable standards
- Exploring solutions to on-the-job problems
- Defining strengths and weaknesses
- Defining progress measurement
Approaching the performance appraisal with the right attitude is the key. This is a time to review the past but also to look forward to the future.
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