“But in 2009,
Here’s how to prepare:
1. Start the process now, regardless of when your review is. Create a physical file and an Excel spreadsheet to track your major accomplishments for 2009. Save e-mail praise from customers, managers and peers in an e-mail folder. It’s easy to forget April accomplishments in November.
2. Formalize performance goals for 2009. If these don’t already exist, says Ryan, “take it upon yourself to put them on paper and get your manager’s sign-off on your agenda, pronto.”
3. Align yourself with the most critical assignments. The ones who survive are those working on “do-or-die missions,” she says.
4. Check in. Don’t assume the flurry of work you produce each day is the most vital work. “Corporate agendas shift quickly,” Ryan says, “and it’s wise to check in at least twice a quarter to make sure your burning-hot priorities are your boss’s most critical items.”
5. Ask peers and colleagues in advance of your review month, “What could I do to improve my performance?” If colleagues hesitate, Ryan says, prod them: “Seriously, I want your help. Be honest.” And then take the feedback to heart.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- Workers help Virginia firm keep culture intact
- Safety trumps bias claim in case of 'no skirts' rule
- Discipline 'protected' employee—but document why you treated similar offenses differently
- Handling a boorish union rep