Performance reviews and self-appraisals are used by companies to judge your performance, but they’re also an opportunity for you to get necessary feedback, heighten your profile, and learn whether you need to upgrade your skills. Stephanie R. Dawkins is senior vice president of People Performance & Workplace at AB Volvo in Greensboro, North Carolina. With 20 years of experience in human resources, Dawkins believes that these evaluation systems offer employees a strategic opportunity to competitively set themselves apart from others.
Above all else, what should people understand about performance reviews and self-appraisals?
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.