Managing The Performance Review Process

In this article, I wanted to touch upon some important points, which can help your entire performance review process go much smoother.

1) Start the process properly – Be clear on your objectives

When you join a new job, or at the start of the review cycle, it is essential to have a very clear understanding of what your job objectives/goals are. The main idea is to leave as little ambiguity as possible. Have a look at the official document which has your objectives and talk with your manger to make sure both of you are on the same page. As far as possible, keep the objectives specific, achievable and measurable – request to make changes to the document accordingly. In addition to knowing what is needed to meet expectation/objectives, it is also a good idea to ask your manager what you would need to do, in order to exceed the expectations and receive an outstanding review at the end of the year

2) Take stock often

Don’t wait till the end of the year to find out how you have done. Meet with your manger every 3 months or so, ask how you are doing and whether you are on track to getting the outstanding review you aim for. This way you can make corrections and change course along the way and ensure that your manager is on-board. In a way you are also preparing your manager for giving you a good review

3) Ask for what you deserve

At the end of the year, assuming you have met/exceeded the performance criteria, make sure that you get what you deserve in terms of final performance rating, promotion, salary increase, more responsibility and so on.

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.