So you made it through the Holidays. You are still in one piece. You are still with your significant other. Post holiday blues are there, but manageable. Back to work. Another year awaits. But wait. Am I forgetting something? Oh yeah. I filled out a form in December. What was that? Oh NO ! PERFORMANCE REVIEW !!!
Yes, you still have one big hurdle ahead. You will get your performance review this month. Not everyone, but most companies follow a routine where the employee fills out their performance review form in December. Come January, the supervisor provides his/her feedback (and frankly this is the part that really counts) – and you both sit down for the formal review. The signed review then becomes part of your record.
In the process of the performance review, three outcomes are possible: 1) You and your boss rate your performance for the year the same (you don't have a problem) 2) Your boss rates you higher than you rate yourself (you don't have a problem) 3) Your boss rates you significantly lower than you rate your performance for the year (you might have a problem).
Below are some suggestions as you head into your formal performance review:
1) Have your job description with you, and be prepared to show how you have met and exceeded expectations.
2) If you have received any kudos, thanks, or performance recognitions during the past year, bring those with you to the review.
3) Bring your last years review with you, and document how you have addressed any noted areas that were flagged for improvement.
4) Be groomed and in proper attire. You are a professional, and you want to project this – especially at the performance review.
5) During the review, if your boss brings up issues that surprise you – don't interrupt – but listen carefully. If your boss has not provided specific examples, ask for them. Ask for names of people that supplied feedback – depending on the organization, and your supervisor, you might not get names.
6) If there are performance gaps that exist create a plan with your boss that is measurable. You need some way to quantify your progress.
7) If the gaps are large between your rating of your job performance, and your bosses rating of of your performance, communicate that you are anxious to start improvement NOW, TODAY.
If there are significant issues with your performance, in all fairness, you should have been told earlier in the year – it should not wait until your review. But sometimes this can happen, and the first you hear of a serious issue is at your review. Again, if there are large gaps, it is important to create an improvement plan that is measurable.
RED FLAGS:
1) If your performance gap is large, and your boss does not have a measurable performance plan created, or seems unwilling to create one – he/she may have given up on you. Update your resume, and start looking for another job. And frankly your chances are best looking outside your organization. You do have an up to date resume. Right?
2) If your boss presents you with a performance plan that is impossible to meet – this is a red flag. Your days are probably numbered. Start looking. (See number one.)
3) If someone from human resources sits in on your review (unless this is the norm for all) this is a RED HOT FLAG. Start looking for another position immediately.
4) Speaking of Human Resources, if you feel your review was not fair, do NOT get HR involved. They are not mediators on performance – they can only explain the organization's process, and policies.
5) If you think, and feel your review was not fair – don't take it personally – but do speak up. Employees never do this, and they should. Your boss has the power to upgrade your performance, and you owe it to yourself (and your organization) to get it right. To land a different job within your organization you will probably need a good last review – so you have nothing to lose. If your boss seems unreasonable, or if you feel there are other things at play that your boss will not discuss, the best option is to stay with your job while looking outside the Company.
I know that I am describing some bleak scenerios. But like a good scout, we want to be prepared for the worst. In most cases, the gaps in performance will be small, and the performance goals will be realistic, and 2016 will be a great year. If not, consider the points above, and consider meeting with an expert, such as a Career, or Transition Coach. Meet with a coach, or other career expert BEFORE you start calling up recruiters. Working with a career expert will open up options, and give you better direction that will be more useful when you do start talking with recruiters.
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