Time to explain, reflect upon and maybe “sell” what you have achieved last year ---> How will you approach this moment? What are your expectations this year? A few tips below…
🗝 Key message: Be structured and strategic. Easy to say but what does it mean exactly in practice?
🌟 Tip #4. Actual performance v.s. perception. Like it or not, but be aware that performance assessment is as much about your actual performance than it is about someone else’s perception of your performance.
By the time you get to the discussion with your supervisor, she/he probably already has a general idea about your performance level. This idea might be close to reality ... or not much, because a lot have to do with perception. And perception might in turn be influenced by many factors such as your relationship with your supervisor, relationships with other team members, recent events (the "recency effect"), her/his current situation at work or in other spheres, among other factors.
🌟 Tip #5. Have your own influence on perceptions. Don’t expect your colleagues and supervisors to notice your achievements. It might happen or not, but you will be better off assuming that they might off their radars.
Indeed, it is your job to bring back to memory your main achievements during the past 12 months. It is your job to “sell” your work, nobody will do it for you. No need to brag about your achievements, find the right balance and try to make it a regular practice (wait until month 12 to start highlighting your contributions and your leverage on perception will be significantly lower). In the preparation of the discussion with your supervisor, think about what mattered most to her/him in this year. Your aim is to create engagement and interest. Ask yourself: what were the key objectives for her/him that I contributed to? And put emphasis on those.
🌟 Tip #6. Conclude the assessment on your learning journey. Beyond what you have done and achieved, what have you learned last year? What is the skills set that you can build on?
In your report, you should include some of your main learning achievements. Take it as a reflection on your growth path. In which areas do you feel that you have developed over the past year? By how much (from 1 to 10 for instance)? Reflect on hard skills (technical skills usually), as well as soft skills (such your capacity to contribute to the team work, your communication skills, your self-management skills, among others). And to close the circle, conclude the discussion on your learning expectations for next year. It looks good, it is fully relevant and it opens nicely the conversation on next year’s work plan.
👇 In the section below: what your best tip is to rock at an annual performance review!
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