Performance Reviews. Historically, managers don’t like doing them and while employees may not look forward to them, working in companies that don’t conduct them zaps motivation and drive. It just feels like management doesn’t care.
There’s a way to handle performance reviews that makes them useful and energizing. This format provides a simple way to track performance throughout the year by making it a regular practice. I recommend going through this process at least once per month so the information stays top of mind. Most of us can’t remember what we had for lunch yesterday much less what wins and challenges we had six months ago.
Make note of the ABCDE’s…
A – What accomplishments have you achieved in this time period? New business landed, particular skill honed, large project completed, etc. Big and small, note them all.
B – What breakthroughs have happened as a result of your efforts? Have you overcome an ongoing challenge? Learned something specific you can use to enhance performance or effectiveness going forward? Even discovered something about yourself that has been holding you back but now can be addressed and fixed?
C – What are you committed to do to reach future results? As I talk about in my book, Commitments are different than Goals. Commitments are specific and action-oriented. Committing to certain activities and/or mindsets puts you on the path to achieve your goals.
D – What can you dump? Is there a task that’s been languishing on your task list for weeks or months? Can you admit to yourself you just aren’t going to do it? Can you dump something by delegating it to a person who could do it better or faster? Is there perhaps a mindset that isn’t serving you? Could you dump that?
E – What would give you an edge as you start into the next week? Could you be better prepared? More rested? More comfortable prioritizing? More focused?
It’s even more important to review your own performance than it is to be reviewed. This format gives you a simple, manageable routine to follow to do that.
Nobody cares more your career or your development than you do. Good leaders care quite a bit, but you know very well all managers aren’t good leaders. Consistently assess your own work. Then ask for the coaching/training/mentoring you need to build specific skills. And be sure to point out your own successes and contributions as well. If you’re concerned by doing the latter you’ll come off as arrogant and braggy, the very fact you fear that is almost certain evidence that you won’t.
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