Employee Performance Review plays a very crucial role in the Performance Management criteria of any organization irrespective of its size and level. This Employee Performance Review is a systematic and a periodic process that evaluates or calculates an individual employee’s job performance or conduct with respect to pre defined organizational goals and objectives. The employee will be ranked according to the measures set by an organization based upon his/her performance. Also, in this process other aspects of individual employees are considered, such as organizational behavior, potential for future improvement, strengths and weaknesses, employee’s perspective about the company and the job profile etc.
Seemingly, every organization has certain Performance Management strategies implemented in their plans and in accordance with that they conduct this Employee Performance Review on a regular basis. This can be done on monthly basis or annually, depending on the companies rules.
However managers play a vital role in Employee Performance Review process as they not only forecast their opinion about the employee but also deliver the word of the boss. Every employee must take care to be fully engaged in this review process to get full feedback and also clear all his issues with the management in face. Here are some points which the employee must keep in mind before going for the Employee Performance Review.
• Before going for the Employee Performance Review always remember that this is the only chance you will get every year to communicate with your manager in face about yourself. Never miss a chance to explain your key role in the success of the company. The way you handle the performance review process will forecast your professionalism and maturity to the manager.
• Always be prepared in advance for the review meetings by highlighting your accomplishments during the period of time, the areas where you strived hard, your goals for next year, and your thoughts about your professional development needs. Be prepared for all this so that you can be clear about your speech you give in the meeting.
• Since managers and the employees often have so little time to problem solve, it’s easy for a performance review to get turn into a business update. Don’t ever let your talk divert to some complex business aspect, as this meeting is for you and your growth. Don’t make you get stuck in a debate with your manger and end up on a negative note. Your long hard work can be wasted as of such unwanted arguments.
• If your manager has feedback for you that is not clear speak up. Make sure that you get right meaning of all your outlines and major goals as this may help you allot in your future.
• Never discuss salary in your review meetings. But make sure that you portray all your milestones and success areas so that they themselves fell to raise your bar.
• Never say you are perfect as it will show your audacity. Instead always ask your manager any possible way to improve yourself and your performance. This will show your eagerness to learn new and innovative things.
• Never take all the blame on your head. Groveling and apologizing for everything will leave a negative impact on your manager. A manager doesn’t gain confidence in an employee whose principal message is, “Yes, I’m bad, it’s my fault.” Instead talk about the problematic area and ask for suggestions to overcome such situations.
Taking care of these certain things will get you prepared for your next Employee Performance Review which will get you benefits both on the career front and as well personal front. Be prepared and just go for it! Learn more at http://www.bullseyeevaluation.com/
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Pat Bell is an HR Advisor with Bullseye Evaluations. BullsEyeEvaluation offers Employee Performance Review , Performance Management
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