The employee must accept he or she is as responsible as the employer in securing a better appraisal
The appraisal season is back, but will this year’s ritual be any different from the previous year? Is it really a one-sided game as many say? Not if the employee accepts that he or she is as responsible as the employer in securing a better appraisal.
Here are four tips for negotiating a better appraisal –
- Link Your Assessment to the Goal Sheet:The best way for self-assessment is to link back to the goal sheet and the score card supported by all the quarterly feedback you have received from your manager. This should not be too subjective and verbose. It must have elements of humility. Just refer to your KRA/key deliverables and have a candid chat with your manager around enablers as well as de-raisers. After all, performance appraisals are meant to enable the employee to achieve his or her best.
- Ask Relevant Questions:There are multiple frameworks. One of them is GIG (Good Improve Good). Start with open-ended questions about something good one has done and then ask about opportunities to do better or improve. Finally close with a good note.
- Talk about Achievements with Context:Achievement without context is no achievement. Hence context will be important. Also, be objective, factual, authentic and humble about your achievements.
- Mention Failures too:If one is humble and candid to identify the reasons of failure, it is more impactful than success. After all, both success and failure are two sides of the same coin and every manager knows that.
1. Right positioning of performance and potential
2. The value you have created in dollar or rupee irrespective of your line or support function
3. ROI of all activities you carried out
4. How much you are part of the larger purpose of the organisation and building the institution rather than working hard in isolation