Performance at your job is the benchmark of your efficiency that determines your career progress as well as benefits your employer. Performance reviews might, in some cases, appear as demonstration of managerial powers or bossy authority, in practical approach to job performance reviews can give proper feedback and directions both for the employer and employee. Smart way of performance review can help you make progress as you are credited for your performance, thereby motivating you to perform even better. Therefore, if you are not getting the right kind of support from your manager you should ask for a change.
The main function of a performance review is two dimensional. On the one plane it evaluates the progress and achievement in the last year, and on the other it meditates upon individual development and future plan to meet success. But, to conduct an effective performance review head of any department should have a thorough knowledge and understanding about the working plan and procedure of his subordinates. Some organizations ask their employees to explain individually their performance reviews, and what contribution they made to the organization. This can prove a really good method to point out the strength and weaknesses of every individual employee. There are, however, organizations who believe in a full circle report involving reports from your colleagues and supplier firms, or a review with the bosses of your boss.
The goal for the coming year is, however, the most important task to set. This prepares the employees with new aim and zeal. Here, your manager should be specific on how you can make your role successful, and coordinate between your daily role and behavior. Individual achievements need to be evaluating in terms of the total outcomes. Financial rewards for performance rating can help to give one’s best in his next effort, so incentives can prove to be a seriously good performance booster.
Performance reviews should never appear to be as something forcefully imposed from your superiors. Rather it should be considered as a mutual process of total evaluation for everyone’s benefit. Once the review is done your boss should arrange the required support and coaching for the expected performance and environment to develop. A review process must not get prolonged on a stretched conversation between the employer and the staffs. Rather, a more positive approach to focus on future planning effectively would make the process more profitable.
If you are seeing your boss’s approach to your performance is not appropriate you should challenge your boss and have him see what you are actually looking forward. You must be diplomatic in your approach and stressing upon your best performance rather than proving them wrong. Alongside, you must focus on the best performance you can give and the roles that match best to your capacities. If you see some lacking factors within the organization you can give constructive feedback to it to the HR department. Finally, regardless the poor performance review you did have you always have to work on with more clarity how you can contribute your organization better and how you can persuade your superiors to your perception if you think them to be right and effective.