Performance appraisal should be treated as a continuous development process rather than a formal annual review. It must be closely supervised by both the employee and the reviewer to ensure that objectives are achieved. By diligently preparing and showing a willingness to cooperate with your reviewer in performing your role, you will create a positive impression.
To allow you to assess your own performance as objectively as possible, try looking at it from your manager’s perspective. Make sure you are familiar with the company’s screening policies and procedures. Carefully study the performance appraisal documentation. Go through it step by step, anticipating comments and preparing your answers.
Analyze your agreed performance targets.
To what extent did you achieve them?
Consider your job description, your role within the organization, your duties and responsibilities.
Evaluate your performance in light of the problems and frustrations you faced. Have you taken on additional responsibilities or been involved in additional projects? How have you faced unexpected changes, innovations or problems? How does your work compare to that of your colleagues? Is there a way you can increase your value to the organization?
Keep a detailed record of your work-related activities throughout the year. Specify your contributions and achievements, your difficulties and frustrations. Make sure all relevant facts and figures are accurate and easily accessible. Collect the necessary documentary evidence to support your claims, for example, emails, memos, letters, press releases, newspaper articles, testimonials, etc. Make a list of all the conferences, seminars, and training courses you attended.
Be open and cooperative with your reviewer. Acknowledge problems and deal positively and maturely with criticism.
Avoid giving the impression that you are defensive.
Participate actively and enthusiastically in the evaluation. Listen carefully to everything your reviewer says. Aim for a positive and creative exchange of views.
Having considered your duties, responsibilities, objectives and priorities in advance, you will be in a better position to discuss them in an informed and objective manner. Ask for clarification if necessary.
If you’re not happy with the goals or feel they’re unrealistic, say so sensitively.
By documenting your challenges as you encounter them throughout the year, you will be in a position to discuss them authoritatively during your assessment and place them in the context of your overall contribution to the company. Highlight how you have benefited from these experiences and how you have used the knowledge gained to improve your performance. Make constructive suggestions and, if necessary, seek advice on how best to achieve your goals.
Before your next evaluation, be sure to record and implement your reviewer’s recommendations.
Think of ways you or your department could improve.
If you are suggesting the provision of additional resources or specific training opportunities, highlight the benefits that will accrue to the company.