It’s that time of the year that you detest. As the financial year closes next month, you are due for your annual performance appraisal meeting. You dislike being evaluated for the ups and downs of an entire year. However, understand that the review meeting has three goals. Firstly, to give you managerial feedback on what worked well and what didn’t. Secondly, to help you modify your approach and execution and achieve better outcomes both for you and your employer. Finally, to take a call on your responsibilities for the future as well as to decide on your increment. Your manager dreads review meetings as much as you do, because it is an unpleasant task to pass judgment on another person’s contributions and compensation. Here’s how you can make it work well for everyone.
Look up the HR policy. Ask senior members about what to expect, if this is your first review in the firm. Who will conduct your appraisal and when? Do you need to submit a self-appraisal in advance? What are the parameters that will be considered for your salary increment and promotion if any? Once you are up to speed, you can plan the actions you need to take.
Critical incident record
Since the review judges your performance over the entire year, both your manager and you need to review major milestones in your journey. Go through your notes and emails to make a list of your achievements, metrics for their measurement, and how they stack up against the goals and targets set for you at the beginning of or through the year. Don’t forget to log any praise, incentives or awards you may have received for your outstanding work during this period.
Carry out a mock evaluation of your performance from the perspective of your manager. What were his KRAs and how did you contribute to them? How do you measure up against your team mates whose performance is also being reviewed by him? Is it a company policy to force rank each person against the others? The higher the degree of realism and honesty you bring into the dummy evaluation, the lower will be the risk of you being surprised during the actual review. These insights will also help you plan your contributions for the next year.
Areas of development
Now focus on the second purpose of the appraisal. Think through your shortcomings, how would you like to grow in the coming year and prepare to discuss the areas of development that your manager is likely to bring up. Bring a workable plan to the table and your manager is likely to view your constructive approach in a positive light.
Next year’s goals
What kind of goals do you want to achieve in the next 12 months that are both important to your manager and will progress your career? How will you add value to your team or enhance the contributions of others? List out prospective goals, projects and the resources you will need. Ideally, this part should occupy a major portion of the review meeting and lessen the burden of criticism both for your manager and you.
Prepare your manager
An ideal review meeting has no surprises. This is possible when your manager and you have been reviewing your progress on a monthly or quarterly basis. If that has not happened, bring up the topic of review with your manager right away. That gives him a month to think through. Then, share your preparation with him in writing. This helps him remember your contributions, understand what you are thinking and reduces the burden of uncertainty for you.
Be open to dialogue
Confirm the place and time with your manager in advance. Expect to receive feedback and rehearse how you are going to respond to criticism, tough requests and challenging questions. This is a professional meeting so steer away from emotional responses . Treat the appraisal meeting like any other project review and strive to engage in constructive two-way communication.
Always be closing
The ABC for a salesman is – Always Be Closing. Your approach during the meeting is to seek closure on the past and an agreement on the future. Pick on the points that matter most to you and negotiate on reasonable targets and fair incentives for the coming year. If there is no official record of the meeting, then write an email to your manager thanking him for the meeting and enumerating the goals that you have agreed on. This will serve as a blue-print for your future. In case your manager needs to submit the review to the HR, then follow-up until that is done so that your increment is not delayed.
Source:- The Economic Times
Date:- 17th February,2020- Monday