5 Tips on Handling Performance ReviewsPosted by mgwhite
Guest Post by John Thompson, Executive Director of Career Services at Texas Christian University in Fort Worth, Texas.
The words “performance review” can put any employee on edge. When some employees think about reviews it is usually more about defending one’s job duties and less about the good that has been done for the company. Preparing for a professional review can be nerve-wracking, even for seasoned professionals. However, there are a few tried and true ways to navigate reviews. Once your employees have received and looked over or discussed (if necessary) their review, this is the chance to implement a new learning management system through www.cornerstoneondemand.com/lms-learning-management to improve your employees performance.
Make a list and check it twice
It’s helpful to make a list of all your accomplishments for the year. They should be quantified. For instance, saying, “I supported 250 customer accounts,” is more specific than simply saying, “I provided customer support.” If the organization has been emphasizing anything, such as stronger customer relationships, innovation, improving profit or better communication, try to point out what you did to contribute to that action. Remember, this is the time to demonstrate your value when it comes to helping the organization achieve its objectives.
Even in the face of criticism, it’s important to remember to maintain a positive attitude. Always accept responsibility, and do not try to make excuses or blame someone else. Make your case by stating what you would have done differently in a certain situation, and try to positively highlight your accomplishments. Try saying something like, “At the beginning of the year, I established several goals that I believed would help the company to achieve better profits this year.” Then give specific examples of how you achieved that goal.
“Modesty is a vastly overrated virtue.”
There will also be positive feedback during a performance review, but carefully consider responses to compliments as well. It’s unwise to be modest and reply, “Oh, it was nothing really,” or “It wasn’t that difficult.” Instead, reply by showing appreciation for others as well. Try saying, “We had a lot of adversity to overcome to get it done,” or “We had a really good team that understood what needed to be done.” Be sure to name some other coworkers, too—this will give you credibility, and it will show that you are a team player and a leader who is appreciative of the hard work of others. During reviews, career experts say employees should take responsibility for their actions – and that pertains to both positive and negative actions.
When a review turns ugly
A professional evaluation should be about how you did or did not achieve the goals and objectives you agreed to at the beginning of the year. Unfortunately, many organizations will not focus on this, and instead the evaluation may be focused on their grievances with your performance. If the evaluation goes in this direction, the most important rule is “no kneejerk reaction!” Stay calm and ask questions to clarify, such as “What might I have done differently?” Calmly present your views. Keeping from getting too emotional will be the hardest task.
Review for your benefit
Something many employees don’t consider is that an evaluation is oftentimes in the best interest of the employee. Workers are able to get an insight on how they are perceived, and credible evaluations can help an employee improve their performance and show greater good to the company.