Lay the groundwork now for a great annual performance review
Employees can dread their annual performance reviews if they view them as single, isolated, epic events. But performance reviews are intended to be a process — not one major event. Performance reviews should happen throughout the year in a series of regular conversations with your supervisor.
Why? Ongoing feedback on your performance means less work and less stress at your more formal annual review by:
- Preventing surprises at the year-end review.
- Clarifying your supervisor’s expectations of you.
- Giving you the chance to regularly tout your achievements.
- Getting you recognized for these achievements.
- Shedding light on areas you may need to improve.
- Allowing you to update your goals based on current conditions.
Meet with your supervisor four times a year
Make sure you’re meeting with your supervisor at least quarterly to review your goals and performance. Take ownership of these meetings by scheduling them and:
- Bringing along your “brag file” containing evidence of your accomplishments and kudos.
- Preparing for and then leading a discussion on what you think is going well, what’s becoming a challenge and what would help.
- Documenting the conversation (under “Journal Notes” in Halogen if your department is using the PerformMinneapolis software).
When it’s time for your annual review, simply look back over your quarterly notes, summarize them and you’re done.
Published Jun 30, 2015