A performance review for employees is often a dreaded part of any workplace, but it’s a rite of passage! If you’ve been working somewhere for six months, or for a year, you’re going to have to be evaluated on your performance at some point. A performance review is a good chance to look back and to look ahead.
So what’s the problem with a performance review for employees?
What’s the problem? They’re stressful! Nobody likes feeling like they’re being put on trial. Performance reviews can often feel like you’re already in trouble, but you just don’t know it yet. The other problem is that a performance evaluation can have a direct impact on your life. This is the time when promotions, salary increases or (unfortunately) ultimatums are handed out by supervisors and employers. A performance review isn’t just fun and games, it’s a big step in your overall career.
How do I ace my evaluation/performance review?
Depending on where you work, you’re probably going to have to go through a process before your review even begins. Some companies ask for a self-evaluation or they’ll even ask your peers to evaluate you. This is all for the purpose of getting to know what you’ve done, how you’ve progressed and if the people around you truly enjoy working for you. The evaluation or performance review routine should be made clear to you during the first day on the job. If not, you should be told about it before your first one happens (hopefully)!
Does a performance review for employees come with a meeting?
Typically, you will meet with your direct supervisor or the bosses of your company (depending on the size of the place where you work). Ideally, it involves a free lunch. It’s more likely, though, that it will involve sitting in an uncomfortably warm meeting room while you uncomfortably make conversation before things get underway. Regardless of when, and where, your performance review happens, there are some tips you’re going to need to use when it comes time to sit down and talk about your role…
Come in with the right attitude – This comes down to the fact that unless you’ve been playing Tetris all day at your desk, that your bosses aren’t actively looking for a reason to fire you. If you’ve done a good job in your role, and you know it, act like it! There is absolutely no reason to stress out unless there is a real reason to think you’re going to get fired. If anything, you should look at things from the perspective that your bosses want to keep you around. You’re the one holding the cards, so come in with an attitude that displays that confidence! You’re in control, and you know it.
Bring evidence of your success – a performance review for employees is definitely not a trial, but it doesn’t hurt to bring evidence (or at least verbal examples) of your success. Jot these down, or prepare documents for your upcoming evaluation. You can’t expect the “higher-ups” to know everything you’ve been up to, so it helps to be able to point to your success and how instrumental you’ve been in the overall companies success. The more work that you do to point out how you’ve improved your company’s bottom line, the better your performance review is going to turn out.
Showcase potential improvements – the main thing about an evaluation or performance review is that it’s your opportunity to identify your strengths AND your weaknesses. This doesn’t mean admitting that you’re a terrible worker or that you’re not very bright. It means focusing on something more that you can bring to the table. This means you shouldn’t focus on the things you lack, but what more you can bring! If you feel like you have a skill that you haven’t brought to your work as of yet, mention it. This will not only show initiative, but it will show that you’re a humble worker who is always looking to improve. Show your employers that not only can you do more, but that you want to do more to help their business grow.
Don’t ignore your coworkers – another important aspect of a performance review is your supervisor or employers getting a good sense of how you interact with other people in the office. This is why your evaluation isn’t simply about you, and why you shouldn’t focus just on yourself. Take a moment to identify your relationships with your coworkers, and to praise them for the work they do and how you work together. Your bosses need to understand that you’re a good, and that you improve one another — this part is especially easy if you truly like the people you’re working with. This will help endear you to your co-workers and give your employees the sense that you’re fitting in and improving in your role within the company.
Your performance review will typically conclude with some suggestions for the future, or even a raise! What you need to do is come in with a positive attitude, and a desire for change in your working life. A performance review for employees is meant to give you new life, to help you refocus and do an even better job moving forward. Take advantage of this opportunity, and you’re bound to be successful! Don’t just get through your performance review, though, really nail it with these tips!