Stepping into the driver's seat of your performance review can be empowering. Discover five strategies to take charge, transform the process into a constructive dialogue, and ultimately, steer your career growth in the direction you desire.
Performance rating and employee development-they’re the Fred and Ginger of Corporate America. Where one goes, the other follows.
Recently more and more companies are drastically reframing or ditching their annual performance rating process altogether. Why?
- People are dynamic and a single, standard review process cannot accurately encompass every employee’s achievements
- Assigning a static rating annually based on the prior twelve months of work doesn’t make much sense
- When motivation wanes, so can performance
- Employees want to be seen as more than a number
Accept the feedback, implement it, and apply it
When someone offers helpful information, be sure you are thoughtful about incorporating it into the way you work.
Own your résumé of yay
Be aware of what you need to do to improve
Make sure you’re clear on the expectations
Have a conversation with your direct supervisor about their expectations regarding your role and responsibilities
- Clarify timelines, details, and expected level of autonomy for different deliverables
- Starting with a clear baseline will ensure you’re working in the right direction
Adopt a growth mindset
Remind yourself that while you may have not mastered a certain skill or achieved a goal yet, you certainly can.
- Reframe your perspective and focus on what is possible. One thing remains constant: You are at the helm of your career. Take action and pilot your course to greatness
Ask for feedback
If your company doesn’t have a formal, regular feedback process in place, ask
