Performance reviews can be a daunting and nerve-wracking task. They tend to happen a minimum of once a year, but some companies do them twice a year. For the most part, performance reviews are just a way for human resources to keep up with how an employee is performing. The majority of the time, you are going to get asked to write your own review while your manager writes one as well.
Skip the Modesty
Purposely dimming your own light isn’t going to do anything to benefit your performance review. If you have accomplishments that you are proud of, make sure that you are gracefully highlighting them. Let your manager know that you’re proud of the work that you’ve done, just make sure you aren’t putting down other staff members while talking about your accomplishments.
Talk to Your Coworkers
Your manager isn’t the only person that sees how you perform; your colleagues do as well. There’s a good chance that they have to write the same performance reviews as you do. You can consider asking a trusted co-worker how they feel about your performance and if they think you can use help in any areas. Also encourage them to ask you, too.
No one is perfect in everything that they do, not even your boss. Your manager is going to appreciate that you recognize the areas of your job where you could use some improvement. When you show the initiative to get that help and training, you’re also showing that you care about not just your professional reputation, but your job and the company that you work for.
When you review the areas of your job that you could improve in, make sure that you think about the ways that you can improve. Come up with a tentative plan and jot it down in the review. That shows your boss it is something you’re really thinking about and gives them the opportunity to help you with pulling the plan together.
Don’t Bargain in the Review
Your yearly review isn’t the appropriate time for you to start talking about your compensation and how you deserve a raise. There is a time and a place for salary discussions, and the review period isn’t it. Spend your review period reflecting on your accomplishments and ways that you can perform your tasks more efficiently. Save the salary talk for another time.
Don’t Forget Achievements
It’s essential for you to remember that your manager might have a difficult time remembering every accomplishment made by every employee. After all, a year is a reasonable amount of time. Make sure that you’re not only mentioning your recent accomplishments, but that you’re making a note of the achievements you made early in the year. That is going to help jog your manager’s memory.
Include Objective Measures
Highlighting your accomplishments is great, but when writing your review, also try and look for the tangible benefits that you offer the company you work for, and make a note of them. For example: Have your efforts made a difference to the company’s bottom line? Did your work further the goals of the organization?
Many people don’t realize it, but writing your performance review leaves you with a lot of room to make yourself stand out to your employer. It’s not something that you should rush through. Take your time, consider the tips included above, and really think about the way that your work impacts the business you’re employed by.
What experiences do you have with writing your own performance review? Leave a comment below.