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A performance review can be an anxiety-producer. You may be worried about what your boss has to say about your performance. Even if you think you’re doing a good job, you may still be concerned about what comes out during the process and what will happen afterward, particularly because the evaluation may affect the possibilities of a raise or promotion. This blog will help you eliminate anxiety about your next performance evaluation and get the most out of the process.

Tips for Getting the Most Out of Your Performance Review

Even if your employer’s evaluation process doesn’t include a self-evaluation, you should complete one on your own as a way to take back control and lessen anxiety. Most employers use the performance review process to provide critical feedback, share expectations, and have a dialogue with their workforce.

We typically recommend this process happens more often than annually, but many times reviews only happen once a year. One way to stay prepared for a 12-month review is to take time throughout the year and jot down benchmarks you’ve achieved. Think about how that accomplishment helped your boss and the company. You should be very specific during this process. For example, indicate how your effort brought on more sales, hit a deployment deadline, or even increased profits. Save documentation that illustrates your achievements. Then, when it’s time for your annual review, bring out these details and write them down in a self-evaluation of your work.

Another way you can make the most of the review process is to prepare how you will handle a bad review, should it happen. Think about the best way to react. Develop a plan for your response.

The most important step here is to avoid reacting emotionally and immediately to a bad review. This could get you into even more hot water. Instead, ask your employer for a couple of days to think the review over and ask to meet with them again. Taking a couple of days to digest negative feedback will help you get over the hurt that comes from a negative review. You may decide the feedback was warranted, or you may think it’s unfair. During the post-review meeting with your boss, you can discuss the review and provide documentation that should become a permanent part of your employee record. You can and should provide details that counter any criticisms. Or, if you think the negative review was warranted, you can go over some ways to improve in the future.

To get the most out of your performance review, you can use the data you’ve received to make changes in how you behave at work. You may discover that your boss wasn’t aware of everything you contributed. Or, you may decide that the feedback simply wasn’t fair and that it might be time to find a better boss. Either way, the performance review process will share valuable information that you can use to make some decisions about what happens next in your career.

IES helps candidates find the right fit by matching them with top employers. Find out how our team could help you take the next step in your career by contacting us today.

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