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How to get the most out of your performance appraisal

appraisal

Most companies conduct performance appraisals with their employees. While nearly half of all employees feel that their work is undervalued, this is anything but an insignificant appointment. In fact, it is unique opportunity to do some personal marketing . Here are six tips for a successful appraisal.

1. Preparation: an absolute must

Think carefully about what you are going to say: what is going well, what could be better and what you want. It is also the time to look back on notable aspects of the past year: successes, things you are very proud of, but also failures and any matters that you regret. A performance appraisal demands honesty. It is not a rosy one-man show … it is very important that you acknowledge your weak points, particularly when – due to personal reasons – you did not achieve your goals.

2. Evaluate your manager

In contrast to what is often assumed, a performance appraisal is not a one-way street. It is also an opportunity to express your opinion about your boss, about his/her management and how you get along within the team. This is the only way to bring about change …

3. Objectives are not everything

It is great if you realized your targeted figures and other objectives … but ultimately, that is precisely what people expect of you. Those who go the extra yard have a huge advantage. The performance appraisal is also a way to refresh your manager’s memory, to remind him/her of all you have achieved and all you have done that goes beyond your job requirements. In short, highlight your added value and your vital contribution to the team.

4. The facts, just the facts

Performance appraisals are not always easy. If you have a criticism, it is important that you back it up with facts and specific situations rather than suppositions or theories. And this goes both ways. If you are the target of criticism or accusations, would you not ask for specific examples? Only in this way can you defend yourself … or improve!

5. Dare to ask

The performance evaluation is the ideal opportunity to reexamine everything from all angles and to specify new objectives. But it is also the ideal moment for the employee to improve her terms of employment – particularly when the evaluation is positive. This could be a raise, promotion, training, telework, fringe benefits, etc. Dare to ask, explain why you are asking and which advantages this could entail for your department. The worst that can happen is to get a ‘no’.

6. Keep it friendly

A performance appraisal is not a battle. A combative attitude, overly demanding requirements or childish behavior are to be avoided. Remain calm and friendly so that the conversation becomes a constructive dialogue. Subtlety, tact and diplomacy are your best weapons to attain your goal. Finally, do not be afraid to negotiate. If a raise is not possible, there is always another way to be compensated …

Source: Stepstone – French Ministry of Labor, Employment and Vocational Training