Introduction:
Hello Everybody and welcome to the third installment of the performance review meeting success series. Today, we’ll close out the Nine-Step Guide to Employee Performance Review Success by sharing steps 5 – 9. Let me remind you of the nine steps. They are 1) Job Description; 2) Duties you no longer perform; 3) Take Action; 4) Your Performance Development Goals; 5) Documentation; 6) Communication; 7) Receptive Mindset; 8) Comments/Rebuttal; and 9) Your Signature.
We’re discussing steps 5- 9 today. So, here we go…
Documentation:
Document every training session that you complete; every webinar you attend; every book you read, every speaking engagement, etc. Why? Because you won’t remember it all a year from now.
Communication:
Keep an open line of communication with your manager. Discuss any roadblocks to your success. This includes other managers asking you to perform tasks outside of your assigned duties. Ask what the protocol is for you accepting assignments from other managers. Your conversation should also include how to handle a coworker who repeatedly does not carry his/her load and its impact on your productivity.
Receptive Mindset:
Remain open to feedback. Remember, we all have room for improvement. Even if your manager’s intention is not pure, you should take it as an opportunity to shine. Remember, someone is always watching us all. So, be the example of professionalism and humility to set the example for others. Sooner or later, you will be rewarded for doing your best.
Comments/Rebuttal:
Comment on your evaluation. You can express how much you enjoy your job and the team you work with. Or, you can comment on how excited you are for a new project that you’re working on.
You can also write a respectful rebuttal to any ratings that you and your manager don’t agree on.
Your Signature:
Next, always sign your performance review document to acknowledge your receipt of a copy of it and that a copy will be placed in your official HR file. Remember, your rebuttal is where you address areas of concern. Also, know that you decision to not sign your performance review does not mean that it is not valid.
Conclusion:
Now, word of caution, don’t consider a year of effort. That will overwhelm you. Look at one to seven days at a time. Before you know it, you’ll have an entire quarter planned out.
It’s called planning your work and working your plan. Just imagine what you will be able achieve in 52 weeks.
As you can see, a successful performance review is absolutely possible with a little initiative and creativity. These nine steps have got you covered. Even if your performance review meeting is in a few days, you have time to implement many of these steps.
So, wherever you’re watching, subscribe, scroll down and leave me a comment. Or, ask me your very own performance review question. Who knows, it could be the focus of one of my future posts.
Until next time…
Successful performance review season to all.
