Performance Review: How to Tell My Boss What I Want
18 January 2011
Read by 2250 persons
Most workers don't look forward to their annual performance review. Yet, this meeting is a unique opportunity to clearly explain to your manager how you feel about your team and your job. It's not always easy, but here are some tips to help you feel confident during this year's review.
What is a performance review?
A performance review is not the same as a performance appraisal or evaluation. An evaluation judges your performance, while a performance review aims to discuss how you function. During this meeting, your manager will try to help you improve in your role.
Say what you want
A performance review isn't a one-way conversation. Think beforehand about how you feel about the company, the team, and your role. During the meeting, you can discuss what you'd like to talk about and indicate areas where you need support. This meeting will become an opportunity for you to grow in your role. Don't just focus on the negative; discuss areas where things are going well.
Think about the future
Before the meeting, consider your career goals for the next few years. You can discuss these during the meeting and see how your manager can help you achieve them.
Ask for examples
If your manager points out areas for improvement, ask for specific examples. It's crucial to understand what they mean so you can work on it. Disagree with your manager? Explain why and try to discuss it further.
Be cautious
Not everyone easily discusses problems with their manager. If a topic is sensitive, approach it carefully. Have specific examples to support your feelings about a particular issue. Examples are always more effective than vague descriptions.
End on a positive note
End the meeting on a positive note. If you leave feeling unsatisfied, discuss it with your manager. Create a personal development plan together to clarify the points discussed.
Posted January 18, 2011
stepstone.be
What is a performance review?
A performance review is not the same as a performance appraisal or evaluation. An evaluation judges your performance, while a performance review aims to discuss how you function. During this meeting, your manager will try to help you improve in your role.
Say what you want
A performance review isn't a one-way conversation. Think beforehand about how you feel about the company, the team, and your role. During the meeting, you can discuss what you'd like to talk about and indicate areas where you need support. This meeting will become an opportunity for you to grow in your role. Don't just focus on the negative; discuss areas where things are going well.
Think about the future
Before the meeting, consider your career goals for the next few years. You can discuss these during the meeting and see how your manager can help you achieve them.
Ask for examples
If your manager points out areas for improvement, ask for specific examples. It's crucial to understand what they mean so you can work on it. Disagree with your manager? Explain why and try to discuss it further.
Be cautious
Not everyone easily discusses problems with their manager. If a topic is sensitive, approach it carefully. Have specific examples to support your feelings about a particular issue. Examples are always more effective than vague descriptions.
End on a positive note
End the meeting on a positive note. If you leave feeling unsatisfied, discuss it with your manager. Create a personal development plan together to clarify the points discussed.
Posted January 18, 2011
stepstone.be
