It’s one of the most stressful times of the year for employees as it is the time for “Annual Performance Appraisal.”
Your hard work for a year is up for review, and your salary revision and promotion depends upon it.
Annual Performance Appraisal is an important event in an IT professional’s work life. But we do not prepare ourselves well enough as we do for production migrations or job interviews.
Most of the times either the manager or you are ill prepared for the appraisal meeting. And it ends up being a routine exercise, not helping you or the organization.
Your performance during the appraisal meeting has a 30% impact on your yearly performance evaluation. And it also decides your percentage increment and your promotion.
But there are no classes or books to tell us how to prepare for these appraisal meetings. So here we provide some tips about how to prepare and face the Annual Performance Appraisals:
1. Self-Evaluation
Take out some time before the meeting to sit down for an hour or two to do self-evaluation. Try to remember everything that you have done in the past year in your job. Write it down, make a list of all such activities that you have done well or need to improve. Take your time and make sure the list is comprehensive.
If you are unclear about what you did and didn’t do at work then clear it up with your colleagues beforehand. If a question arises during the meeting, then you will have an explanation.
2. Bucket List
The list should include all the significant things that happened last year with you in your job.
It should consist of the hurrah moments, the mistakes you did (or repeated), the things you learned.
It should also contain the significant contributions you did as part of your job and beyond.
Any commendations received should also be a part of it, especially if it’s from a client.
Try to have at least 10 such items listed. This is the least when you think about a year of work that you did. It will also help in filling the self-evaluation form that organizations roll-out before review meetings.
Attention! Significant contributions can’t consist of regular job activities like coding and testing.
3. Future Aspirations
It’s a good time to even think about your future, at least for the next year and beyond. Note down what is it that you want to achieve next year. When you face the review next year what do you want to be discussing? If you need help from your manager to steer your career in a particular direction, note that down too.
As part of this exercise, you can also plan your career beyond next year and align your efforts.
4. Mock Drills
It’s a good habit to do mock sessions be it technical or reviews. You could do it by yourself in front of a mirror if you like or with a close friend. If you do it a couple of times, it will stick in your head, and you would know what you want to talk about during the reviews. The appraisal meeting would go in a proper direction with your preparedness and would bear better results for you.
5. Ready to Roll
With the list of achievements, mistakes, learning, and a career plan you will be well prepared to face the meeting.
Some questions that could come your way include:
- What have been your significant technical contributions during the year?
- What did you learn this year that you didn’t know earlier?
- What has been your greatest achievement this year?
- What mistakes did you commit while working? What did you learn from them?
- Beyond work what has been your contribution within the organization?
- How do you rate your performance this past year?
- What are a few things that you would like to improve in the coming year?
- What is your satisfaction level working in this organization?
6. The Meeting
Try to meet for the appraisal meeting with your manager when he has time in hand and he is not in the middle of a crisis. During the interview, if he seems busy or has to attend calls then ask if the meeting could be rescheduled.
During the actual performance appraisal meeting remember the things that you listed down and practiced. If needed, take the written notes with you to the meeting.
Outline your contributions, career plan, and learning. Spell out your experience in a manner which initiates conversation. Engage the manager, so he takes note of your achievements and acknowledges them.
Pay attention to the manager’s questions; it could be about technology, performance, discipline, attitude, et al. If he has doubts in his mind about any specific instance or your performance then try to get them out and discuss it openly.
Appraisal meeting is a great time to clear any doubts and build or improve your rapport. You don’t get to talk to your manager everyday especially about yourself.
Avoid getting into arguments even when you know you are right. Try to understand why he thinks the way he does and clear doubts by offering clarifications and evidence.
Remember to go into the Performance Appraisal meeting with a notepad and pen. Note down the manager’s feedback about your performance and any suggestions.
7. Reciprocate
Performance Review is a mutually beneficial exercise. If your feedback is sought about the organization, colleagues or your manager, offer something constructive.
Point out the positives within the system or colleague and the benefits you have derived. Outline what has worked well within the project and how can it be further improved. Ask if you can help in any other way.
Remember the Annual Performance Appraisal is not only about salary increment. If conducted in the right spirit it could help you to understand your strengths and your areas of improvement. Also, it could offer your career a direction which could be beneficial in the long run.