Some handy tips to help you rise to the challenge of this year’s performance review.
Yes, it’s that time of year again — when the groans of managers can be heard over the mere mention of the words, annual performance reviews. Many managers see performance appraisals as nothing more than an empty, bureaucratic exercise forced on them by HR.
What about employees? They dread them too!
With that in mind, here are seven tips to help you survive the dreaded event and even please your boss.
1. Be prepared
Be punctual and prepared. Ask others for feedback before the meeting. Answer all the questions on the form fully. Nothing will annoy your manager more than taking a half-hearted approach to this meeting. Remember he or she probably has several of these to do and they are probably annoyed at the amount of preparation they have to do. An indifferent attitude will not help you.
2. Don’t be defensive
Take a deep breath. Sit back and don’t under any circumstances be confrontational. That doesn’t mean you have to accept everything your manager has to say. But if you disagree, do so assertively, but respectfully. Ask your manager to elaborate on his or her feedback. This gives you breathing space to consider his or her comment without coming across as self-protective.
3. Be assertive
Assertive doesn’t mean aggressive or argumentative. It means calmly and clearly stating your case. Sometimes this is easier said than done. For example, don’t say, “That’s wrong”. Say, “I have a different opinion on that matter”. Then give an example if possible to back up your perspective.
4. Use examples
The best way to illustrate your point is to identify a critical incident or event that occurred in the workplace. For example, if you disagree with your boss’ assertion that, “you are always negative in meetings”, cite an example when you were constructive and positive. This means you need to anticipate some of the fixed opinions your manager has of you. The truth is: words like, “always” and “never” are often exaggerations. They are labels. And it is up to you to cite an example when that tag is simply not true.
5. Ask for clarification
When your manager makes a sweeping statement, ask him or her to elaborate. For example, if he or she says something like, “I am not happy with your report writing”, say something like, “May I ask what it is in particular you don’t like about my report writing?” If you don’t take these opportunities, your manager will simply move on to the next question and be convinced that he or she is right.
6. Don’t make excuses
If your boss makes a valid point about some opportunities for growth, accept this; if you agree. Don’t response with weak excuses such as, “The reason I lose my temper is that people make me angry”. Take responsibility. Your boss will appreciate that. For instance, say, “I think you are right, I do lose my temper from time-to-time. I acknowledge that and I am trying very hard to overcome this”.
Try to consider any criticism carefully after the meeting. Don’t dismiss it. “Is he right?” Does she have a point?” “Have I heard this criticism from others?” Again, I know this is hard, particularly if your relationship with your manager is strained. Ask a friend for their honest opinion. Say something like, “Be honest with me, do you think I sometimes …” Your boss’ perception is reality in his or her eyes; that doesn’t mean they are right, but they probably think they are right.
Challenge yourself to perform well in the performance review and the whole process will be a more pleasant experience.
About the Author
Dr Tim Baker is an international consultant and best-selling author. He was voted 50 Most Talented Global Training & Development Leaders by the World HRD Congress.