👌 YOUR PERFORMANCE REVIEW – How to avoid nasty surprises!

  • BY AMANDA GAN
  • SATURDAY, MAY 23, 2020

 

Performance reviews or end of probation reviews can be daunting, yet a positive outcome may mean a pay rise, a bonus, a promotion or keeping your job!  So when so much is at stake, why would you leave it until the night before or not prepare at all? How you manage yourself at your review and how engaged you are in the discussion will indicate to your manager your commitment to the job.

It’s a good idea to have a folder where you can collate information during the months leading up to your review. For example;

👉 Print off emails containing positive feedback from customers or shout outs from colleagues.

👉 Review your sales results regularly so you have a good idea how you have performed over time and compared to others.

👉 Keep documentation relating to special projects you have worked on or meetings you have held.

In order to demonstrate how you have performed, you need to have Key Performance Indicators (KPIs) that are specific and measurable. By maintaining regular communication with your manager and seeking feedback along the way, you shouldn’t get blindsided at the performance review. If there are KPIs that you feel you won’t achieve in the time frame, it is important to be regularly discussing these with your manager, asking for guidance and agreeing on an extension.

Keeping track of your performance and successes in this way is good practice throughout your career journey - one day you will need this information when you are applying for a new job or going for a promotion.

🔸 Our top tips to help you prepare;

  • Keep in mind what matters most to your manager.
  • Speak to your colleagues who have been through the process before. They will be able to give you some advice on what to expect.
  • Gather evidence to support how you have met your KPIs or other goals.  This could be in the form of sales results or other wins, your sales pipeline, product knowledge, or feedback from customers and colleagues.
  • Prepare examples of any work you have performed outside of your job description to demonstrate how you have gone above and beyond.
  • If you didn’t meet a KPI or goal, then prepare to explain why and how you will address this. 
  • Highlight your achievements, what you have learnt and what skills you have mastered.
  • How you have contributed to the team and what role did you play?
  • Think about the 6-12 month goals, projects and objectives you would like to set for yourself and how the business will benefit from these.

🔸 On the day of the performance review meeting:

  • Be on time.
  • Proactively ask for feedback and ways in which you can improve your performance.
  • If you receive criticism or feedback, be open minded, take it graciously and ask for clarification if need be. Do not have an oppositional reflex, push back on the comments or be defensive. The manager may be assessing how coachable and open to feedback you are.
  • Be prepared to tell your manager areas in which you are struggling or need extra assistance. It’s a good idea to outline what steps have you already taken to address these.
  • Discuss challenges that you foresee in the future and share your ideas on how you will overcome these challenges. Ask you manager for their input.
  • If there are issues that have been bothering you, you can raise them at the meeting, however also make suggestions and ideas to overcome the problem.
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