The dreaded annual performance review can actually be an opportunity to take stock of your career goals. Here’s how you can navigate this tricky process.
At this time of the year, opportunity deceptively masquerades as a simple piece of paper. You may, of course, refer to it by other names, most of them questionable, unprintable and physically improbable. But what is often viewed as a necessary evil by employees is actually a great way to advance career goals. Surprised? Let us relieve your dilemma. One, the annual performance review is essential to present an undistorted image of your work. For the entire year, you’ve probably been waddling through a hall of mirrors, believing in an inflated image of your productivity, a shortened view of your mistakes or a glowing reflection of your achievements. Two, it’s a good occasion to have a candid conversation with your boss. You can figure out if you have achieved the goals you set out to at the beginning of the year, whether the company believes you are handling your duties effectively and the key skills you need to hone.
However, reviewing your own performance can be tricky. How do you praise your efforts without sounding like a pompous ass? Can you still come out smelling like a rose from a swampy project that your colleagues mucked up? Here’s how you can rev up your performance review.
How do I rate myself objectively?
Apple of your parents’ eyes. , the boss doesn’t have such a fruity especially when it comes to critically work. So, you’ll need to be more objective about the assignments you have done
“A good way to maintain objectivity is to quantify the work you do and benchmark it against that of your peers,” says LK Gupta, vicepresident, marketing, LG India. It may be hard for you to do so, but it’s the best way to know where you figure in the rating scale. How many issues did your colleagues solve vis-á-vis the problems that cropped up on your plate? Did they complete more successful projects than you? How often did you miss the deadlines while they achieved theirs smoothly? List out your output as well as that of your peers, the good as well as the bad, along with the feedback you have received from customers and seniors. This will provide a comprehensive view of whether you should rate your skill a meagre 1 or a spectacular 5. Don’t shy away from giving yourself the highest rating, but provide substantial proof to back it up.
Do I need to acknowledge my mistakes?
Your first instinct will be to brush everything under the carpet, but rein it in. Owning up to goof-ups is the wiser step. Firstly, it proves you have an IQ level that doesn’t hover in the single digits, to realise when you have erred. Secondly, a few bruises are testament to the fact that you’ve done some rounds at the workplace and have learnt something. Plus, a little honesty is better than an inflated ego. “The top management will appreciate your integrity when you admit to mistakes. What you need to highlight along with this are how you will handle such issues if they arise in the future,” says SY Siddiqui, managing executive officer, administration, Maruti Suzuki.
Should I shoulder the responsibility of a team member’s shoddy work?
We are all plagued with colleagues, who exasperate, irritate and, unfortunately, lower the performance bar. It could be even more aggravating if you had to collaborate on a project with this pesky pest. So, how do you ensure that his indolent attitude towards work doesn’t blemish your spotless record? Jot down all the feats and failures of your team, but do not disparage the colleague. It’s the team leader’s job to sift through the chaff. You should stick to highlighting your achievements. If you have been picking up the slack too often for the colleague, instead of blaming him, mention it as an extra responsibility that you have taken up. For instance, if the colleague had botched up a presentation, which you had to redeem at the last minute, write, “I provided Amar with the sales data for the past five years, which added further substance to his presentation.”
What if the boss’s view differs from mine?
Personal interaction with the boss is the reality check you needed, and the hot seat will probably make hell seem a wonderful winterland. When the boss begins to question the sparkling selfappraisal, don’t squirm and never be argumentative. Listen patiently to everything he says. “You need to carry on a dialogue, not hold a confession session. If you disagree with him on something, fortify your statements with solid facts,” says E Balaji, MD & CEO, Ma Foi Randstad.
This is also an opportune moment to bring up issues that you may be uncomfortable penning down or which may seem frivolous, such as asking for a flexible schedule or a new software. Here’s also when your career path for the next year will take a more concrete shape. Discuss with the boss that you are willing to expand your duties and list out the responsibilities you could take up. Take the initiative and chalk out an action plan. Mention the skills you need to improve (unless you are God and, hence, perfect). This proves that you can recognise a flaw and are passionate about the job to rectify it.
Can I ask for a raise?
Yes, you may ask for one, but you can’t demand it. Ask the old-timers about the routine in this regard. The direction of your interaction with the boss will be a good gauge to broaching the subject or hinting at a promotion. It’s hardly sensible if you bring these up when the boss is pricking holes in your self-appraisal. But if the conversation seems favourable, steer it towards the salary you would like or your next designation. Be realistic, the boss won’t be able to sign the papers if tears of mirth are blurring his vision.
NAMRATA DADWAL ET 23J0112
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