Performance Review Guidelines for Employees – How to ensure that YOU get recognised for your work.
All to often employees are not recognised for the good work that they are doing, not because their work is lacking, but rather because of a failure to manage and prepare for the performance review process.
A performance review, also called a performance appraisal or evaluation, is an important opportunity for you to review your goals and accomplishments and get feedback on your performance from your manager.
The performance review is part of the greater performance management process but as performance reviews are used to justify salary increases, bonuses, promotions as well as further development, you can see why it is really important for you to ensure that you have prepared adequately for your appraisal conversation with your manager
It is often assumed that an employee knows what to expect in a review process and that they know how to PREPARE for the review process. This is often not the case. Employees entering the workplace might, if they are lucky, be given an overview of the Company’s performance management cycle at their Induction programme but will not be taken through what they need to know in order to prepare for the formal review.
While a lot of time is spent on training the manager on how to prepare and conduct reviews, the same is not afforded to the employee and yet it has a direct impact on increases, bonuses and career progression. Most employees are often not prepared and see it as something to be feared.
And yet with some preparation and a slight change in mindset, it can be a positive experience, where you can showcase your accomplishments, proactively discuss future performance and goals… and further your career. This course will help you to prepare for your performance review, set SMART goals, create a portfolio of evidence, and conduct a self-review so as to make your formal performance review a positive experience.
This class is for all levels, and no prior experience is required. It is for:
- New Entrants into the Workplace
- Current Employees who want to know how to prepare for their performance review
- For anyone preparing for any form of review or appraisal of something that they have worked on.
In this course, you will learn:
- How to prepare for your performance review
- How to manage job expectations
- How to set SMART objectives
- How to do a Self-Review
By the end of the course, you will:
- Know how to prepare for your performance review
- Know how to set SMART objectives
- Know how to manage upwards
- Improve your chances of getting that raise or promotion
- Take accountability for your career advancement
- Feel more empowered
The annual or bi-annual review supplements ongoing feedback conversations – like 1:1 meetings – and provides a clear path forward.
The performance management process is often linked with other organizational systems such as:
- Strategic planning. Many long-term workforce planning models use performance management measurements to assess the “quality” of the workforce and whether the organization is attracting and retaining talented workers.
- Total compensation. Most organizations use performance measurements as the basis for pay-for-performance compensation processes.
- Individual and team development. An individual development plan (IDP, also known as a career development plan) is often used in conjunction with the performance review process as a final documented step to assist employees in goal setting and individual development that will serve to advance their career and promotional opportunities.
- Succession planning. Performance data over time are vital inputs for long-term planning for future organizational leadership.
- HR technology systems. Many organizations use software applications to manage the processes associated with goal setting, performance review and performance improvement plans
Employees need (and want) to know where they stand and how to improve. As such, clarity on expectations as a key driver of employee engagement.
Performance reviews allow team members and their managers to agree on what’s working and what isn’t, and align on the best way forward.
After six months or a year of reflection, the content of a formal discussion is bound to be important.
A big picture review also aligns an individual’s work with larger department goals and the company mission.
With this in mind, setting goals and clarifying expectations will leave an employee with a fresh mindset on where they stand and a clear vision for their professional development.
Further courses available from Tani Moodley
What Will You Learn?
- It is the performance criteria an employee will be evaluated against.
- Performance goals for individual employees should ideally align with organizational goals.
Preparing for your Performance Review
Preparing for your Performance Review07:46
Knowing your job and managing job expectations
Knowing your job and managing job expectations04:45
Setting SMART Objectives and Goals
Setting SMART Objectives and Goals06:22
Doing a self-review
Doing a Self-Review07:37