How to Make This Performance Appraisal, a Mile Stone

Performance appraisal is an integral part of anyone’s career cycle, though basically an HR initiative. It is one of the most feared exercises, where people are seen panicking as the time comes and they try getting some excuse to escape it. People need to change the way they view appraisals, it is an excellent opportunity to get quality feedback, support, clarification, direction, and a lot of things from their manager or supervisor, which they may not get for the rest of the year.

Instead of running away from it and caught off guard, you must prepare for it in advance and step inside the appraisal discussion confidently.

Don’t Panic: It’s a general tendency that a person thinking that their work is being assessed and increments thus will be decided and in fear of getting hard feedback tend nervous and get into a panic mood.

Don’t be Apprehensive: Instead of guessing and hitting at blind targets how your manager would have appraised you, know what is the appraisal process

Self-Appraise Yourself: It is advisable to first appraise your work and draw a chart, etc. to show and put forth your work and growth. This way not only you will be capable of putting your side before your manager, but your manager also can refer to it to assess your work, and reminded of the points if he has missed in his data.

Be Planned: Knowing the importance and relevance of this activity, you must plan for it whole year, noting all your achievements, keep all your stats and records updated and complete to support your work.

Be Prepared: Note down the points you want to discuss in the meeting, including all the obstacles that you face, how you have handled them, your training requirements, etc.

Discuss the Appraisal Discussion Process: Approach you Manager and discuss what should be the ideal discussion process for you appraisal.

Try to Separate Your Performance Feedback from Salary Review: If the two are discussed at different times and separately, the employee is more capable and comfortable discussing his development

Career Planning: Talk about your growth and career planning, as your growth is not only your but in your company’s favor as well.

Ask Questions: Prepare a set of relevant questions, to backup both your work (if your boss is ignoring your contribution/efforts), and your any unfair negative feedback/allegations. Ask questions like, “Could you tell me the incidence where I misbehaved?”, or “What did you mean by ‘I spoiled the project?”

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