Be sure to get constructive feedback on your work ethic and skills from your boss or supervisor. (Image: Thinkstock)

No one likes the feeling of coming into the office one day and being blindsided by a bad review, or worse, a firing. You never saw it coming, going day to day thinking you’re doing a great job but never really getting concrete feedback as to areas you could be improving.

We all love kudos and being awarded, but it’s the constructive, professional criticism that can mean the difference between having a realistic view of your career progress or a delusion of being the best. It’s great to excel, but it’s also great to know how one can do better or take things to the next level. And in the long-run, acting on constructive criticism may even boost your job security

AOL Jobs details why criticism is vital for workers to remain competitive in the job market, and how you can go about getting it, even from that boss who’s afraid to dish it.

Read more at AOL Jobs…

It's a good idea to be prepared for your performance review (Image: Thinkstock)

Corporate companies must adhere to rules and regulations when it comes to grading employee performance. Cultivating a positive, working relationship within a certain time frame and standing out in a group can translate into a great evaluation in the short term and a propitious career for you in the long term. Before the sit-down conversation with your boss, there are several ways to ace your yearly review.

1. Writing one-page summaries of current projects

Depending on your job, there is an expectation for employees to have acquired skill sets and knowledge to perform essential duties. If you’re given specific details on a project, you must be up-to-speed with note-taking, discussions or events before a deadline. One of the ways employees can accomplish a task with little to no errors is to jot down a one-page summary for a current assignment. This lets clients, co-workers and superiors know that not only are you organized, you understand the task at hand .

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Stephanie Dawkins

Employees should understand that performance reviews and self-appraisals are not necessarily merit reviews. They are instruments that allow an organization to recognize the talents, achievements, and development needs [of] an employee. These documents are just a few of the tools that assist an organization in developing leadership pipelines. Employees must know what is expected in his/her role and clearly articulate how they can contribute to the bottom line.

How should someone go about completing their self-appraisal form?

Be careful not to use too many soft terms when describing yourself or your competencies. For example, adjectives such as “great,” “good,” and “a lot” are very subjective. It is a good idea to use more measurable objectives such as “have demonstrated project management skill via coordinating X project” or “met all objectives before deadline.” Make sure that you have a record of personal accomplishments, projects led, objectives met, training sessions attended, and skills developed to draw from. There [may be] cases when you will have a different manager during your appraisal process and then another manager who may not be aware of your history.

Is your performance review a good time to negotiate better benefits or a higher wage?

Use common sense. If your organization is going through an economic downturn, this would not be the time. Unless you are considered a key contributor and have the skills required to perform specialized functions, don’t ask. Even if this is the case, you should tread lightly. You should begin your negotiation strategy during better economic times.  I do not recommend that an employee wait until their appraisal to ask for additional compensation. Your review should actually seal the deal. This topic of discussion should never be a surprise to your manager.

What should you do if you get a bad performance review?

Ask direct questions regarding what your areas of improvement are. Next, request follow-up meetings. You’ll want to ensure that you are still on track with your action plan. If applicable, ask the company to support development opportunities in the event that your skill set is not up to par, and be willing to take on additional projects so you can better demonstrate your skill set and excel.

What will a review ultimately mean in a tough market?

During these times, organizations are forced to eliminate headcount in lieu of talent. Just because you get a good or bad review, it does not necessarily mean that you will stay or be terminated. Unfortunately, some organizations may look to reviews as a tool for layoffs. Make sure you recognize that politics sometimes outweighs logic. Managers come in all shapes, colors, and sizes. They have different expectations and methods of leading. You must understand his/her style and be able to adapt to the environment. Be prepared to respond to any and all situations.