Performance review phrases execution

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Performance review phrases execution 

So here’s what I have learned since ‘seeing the light’ and understanding how to make the review process work for me:

• For an appraisal to be constructive, the goals and objectives that were set need to be understood in the same way as our boss. That is, what the desired outcome is, and how it is measured. If we disagree about what the objective is, and how we measure it, then we don’t have a hope of agreeing a fair result. Solution: before your appraisal, check with your boss way in advance that you have the same understanding of the objectives and how they are measured… and rectify any misunderstanding as early as possible
• Perform a self-assessment before our review – this means we have an internal benchmark to work from. Having no idea of your own means that you have no context to discuss your managers assessment against, or negotiate with if it comes to that. This includes gathering facts, examples, samples of work, and as much as possible, using 360-degree feedback (or another process) to get opinions of your performance from peers, subordinates or other superiors
• I find that a constructive and creative appraisal happens when there is a balance between review (of past performance) and objective-setting (of future performance). Sounds obvious, maybe, but I want to emphasize the importance of preparing objectives we would like to set ourselves. Don’t wait to be given them out of the blue
• I also like to make sure that there is enough time to complete the review. Once again, perhaps obvious, but it’s so easy to use up most of the allocated time reviewing the past, leaving little precious time for a constructive conversation on the future. Remember, this is your review, so if time isn’t being managed then manage it yourself
• Above all, your preparation should include the creation of a vision in which you see yourself performing a more responsible and valuable role, and a roadmap of how you’ll get there. Your vision is really your personal end-goal. You’ll imagine not just what you do or deliver, but the way you will behave (e.g. more confident, less hurried), the relationships you’ll develop, the reward you want to enjoy (cash, but also other recognition like awards), and the value you will create in your organization. Put like that, your boss will certainly buy into it (or offer an adapted version – just as good), providing it isn’t against the strategy of your organization. Talk about this during your review and point out the role of your boss in providing support

So in our performance appraisals, let’s remember to be human, open, honest and forward thinking - not defensive!

Useful materials related to performance review phrases execution

• http://performanceappraisal123.com/11-methods-for-performance-review

• http://performanceappraisal123.com/300-free-phrases-for-performance-review