Performance appraisals traditionally happen at the end of the year and present a significant challenge for managers who must compile a year’s worth of information to fairly assess performance. Because of this, some organizations have moved away from this practice. Instead, they encourage managers to talk to employees throughout the year in documented coaching calls. For employees of companies and organizations that are still going the traditional route, there are 3 things they can do to make the process more fulfilling for themselves and easier for the manager to provide a full assessment.
Own the Process
As an employee, it’s imperative that you own the performance evaluation process. Naturally, as time passes, managers may not recall their original impression of the work that was done weeks or months before the performance appraisal period began. Owning this process requires you to evaluate your goals with deep appreciation and scrutiny, applying an objective measure and outcome to each goal that makes a difference for the business. It asks you to own your contributions- including any lack thereof. This can be more difficult for those in non-revenue roles, but not any less essential to the success of the process. Seeking objective insight from someone who can help you pull the connections all the way through can prove helpful. Once armed with that clarity, asking for the kind of raise that aligns with your work becomes easier. This information should be shared with your manager ahead of the review to provide them the opportunity to consider it and include it in their review. Nobody knows your work better than you and nobody is in a better position to evaluate it against objective measures than you. Step in to this and watch it pay off.
Seek Feedback
If you have not been talking to key constituents all year, let this be the start of a new practice. It is important that others see and agree on your outcomes. Reach out to them and garner their feedback on your partnership and outcomes for the year. Your manager will likely talk with their colleagues about your contribution. The dialogues you have had with constituents will make the manager’s conversations easier and more productive, with full recognition of your contributions easier to recognize and consider in your evaluation. You will have put in the work and all will see it and agree.
Mentally Prepare for Imperfection
It’s crucial to recognize that Performance Appraisal systems, despite their intent, are often flawed. It’s also essential to mentally prepare for the imperfections of these systems. They might inadvertently demotivate exceptional employees by setting arbitrary limits on the number of top performers in a team, or by failing to distinguish between those who exert maximum effort and those who don’t. There may be times when you feel underappreciated or undervalued. However, remember that the true reward of hard work lies in your personal growth and the achievements you accumulate. These are yours to keep, irrespective of external recognition.
Focus on working diligently for your own satisfaction. Keep a record of your progress for both yourself and your manager. Engage in discussions with colleagues, sharing your experiences and offering feedback on their achievements. While the appraisal system might not always reflect your efforts accurately, your commitment to personal development and achievement will always be beneficial.
This reality underscores the importance of taking charge of your own performance evaluation. Actively document your achievements and present them to your manager to ensure your hard work is acknowledged. If you haven’t been tracking your accomplishments, start now and develop a system for future tracking. In the end, it may not always go your way in the system of appraisal, but it will always work for you in the system of personal growth and accomplishment.
Dr. Lisa