The yearly performance evaluation is vital to present a truthful image of your work.
There is a time in the year when opportunity misleadingly masquerades as a simple piece of paper. You may, of course, call it by other names, most of them doubtful, unprintable and physically questionable. But what is frequently viewed as an essential evil by employees is in reality a great way to move ahead in career goals. Shocked? Let is ease your problem. One, the yearly performance evaluation is vital to present a truthful image of your work.
For the whole year, you’ve possibly been shuffling through a hall of mirrors, deeming in an exaggerated image of your efficiency, a summarized view of your faults or a glowing reflection of your accomplishments. Two, it’s a good event to have an open discussion with your boss. You can figure out if you have reached the goals you set out to at the start of the year, whether the company trusts you are managing your duties well and the key abilities you require to polish.
Though, evaluating your own performance can be complicated. How do you admire your hard work without sounding like a snooty ass? Can you still come out smelling like a rose from a boggy project that your colleagues mucked up? Below are some ways to rev up your performance evaluation.
How do I speak about myself neutrally?
You are the apple of your parents’ eyes. Alas, the supervisor doesn’t have such a fruity sight, particularly when it comes to decisively scrutinizing your work. So, you require being more neutral about the assignments you have done over the year.
A good way to sustain impartiality is to enumerate the work you do and scale it against that of your colleagues. It may be tricky for you to do so, but it’s the finest way to know where you stand in the rating scale.
Record out your productivity as well as that of your colleagues
How many matters did your peers resolve vis-a-vis the troubles that yielded in your plate? Did they finish more winning assignments than you? How frequently did you skip the deadlines while they reached theirs easily?
List out your productivity as well as that of your colleagues, the good as well as the bad, alongside the feedback you have received from customers and seniors. This will offer a complete view of whether you should rate your ability a meagre 1 or an impressive 5. Don’t shy away from giving yourself the uppermost rating, but give considerable proof to support it.
Do I need to admit my faults?
Your first character will be to sweep all under the carpet, but rein it in. Accepting to mistakes is the intelligent step. First of all, it confirms you have an IQ level that doesn’t fly in the single digits, to comprehend when you have gone wrong. Secondly, a few bumps are evidence to the fact that you’ve done some rounds at the workplace and have learnt something. Plus, slight truthfulness is better than an puffed up ego.
The top administration will value your honesty and integrity when you acknowledge to errors. What you need to underline along with this are how you will manage such problems if they crop up in the future.
Should I accept the blame of a team member’s slapdash work?
We are all inundated with colleagues, who madden, annoy and, sadly, lower the performance slab. It could be even more irritating if you had to work together on an assignment with this annoying pest. So, how do you certify that his lethargic approach towards work doesn’t stain you clean record?
Pen down all the achievements and failures of your team, but do not criticize the colleague. It’s the team leader’s task to sieve through the chaff. You ought to stick to stressing your accomplishments. If you have been picking up the slack too often for the colleague, instead of holding him responsible, refer to it as an added duty that you have taken up.
For example, if the colleague had messed up a presentation, which you had to deliver at the last minute, write, “I provided XYZ with the data for the past five years, which added further substance to his presentation.”
What if the head’s outlook varies from yours?
Personal communication with the boss is the reality check you required, and the hot seat will most likely make hell appear an amazing winterland. When the supervisor starts to question the sparkling self-appraisal, don’t fidget and never be aggressive.
Listen patiently to all he says. You have to continue a dialogue, not hold a confession meeting. If you differ with him in on something, strengthen your statements with solid facts.
Talk with the boss that you are keen to expand your responsibilities
This is also an appropriate moment to raise matters that you may be uncomfortable in writing down or which may appear light-hearted, such as asking for a supple timetable or new software. Here’s also when your career path for the next year will take a more tangible shape.
Converse with the boss that you are keen to increase your responsibilities and pen down the duties you could take up. Take the initiative and chalk out an action chart. Point out the abilities you need to develop (except for if you are God and perfect). This shows that you can identify a flaw and are ardent about the job to correct it.
Can I ask for a hike?
Yes, you might ask for one, but you can’t insist on it. Ask the old-timers about the routine in this regard. The way of your communication with the boss will be a good measure to raise the subject or tipping-off at a promotion. It’s barely sensible if you bring these up when the boss is piercing holes in your self-appraisal.
But if the discussion appears positive, turn it towards the salary you would like or your next designation. Be practical, the boss won’t be able to sign the papers if tears of amusement are blurring his sight.
