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Performance Reviews – The Guide to Standing Out to Your Boss

December 19th, 2018

Performance reviews are necessary at any company and while they may cause some anxiety, they can also be a great way to improve at your job, get a raise, and even discover valuable growth opportunities. In order for all these positive outcomes, you need to continue to do your best work, and follow these guidelines to stand out to your boss during your performance review.

Do These 4 Things to Stand Out in Your Performance Review

During your performance review, you will be evaluated on the work you’ve done since your last review, with both your strengths and weaknesses being acknowledged. Consider these four points to make the most of your review and stand out to your boss.

Be Prepared

Your performance review is definitely a time to listen to your manager, but it doesn’t mean that you should be completely unprepared for your review. Take notes throughout the year of any questions you might have or topics you want to discuss with your boss. Your boss will be happy that you are considering different ways for how you can improve your work and even grow within the company.

Accept Feedback

One of the main reasons to have a performance review is to accept feedback and constructive criticism from your supervisor. So you have to accept and welcome the feedback. Don’t get offended and remember that this feedback is meant to help you become a better employee and strengthen your professional offerings. If you need clarification on any of the feedback they give, just ask. Your boss will be happy to discuss it more.

Encourage Advice to Improve

If your performance review seems to lack any constructive criticism or critique, take the time to ask for advice on how you can improve your work and offer more to your team. The review is a time to understand how you can grow so you want to have that opportunity. Even if your manager can’t come up with an answer right then, they could always follow up the review with an email that includes some advice for improvement.

Set Up a Process for Continual Feedback

To truly grow professionally and stay motivated at your job, it’s best to have professional feedback and praise year-round. If your company typically only has formal performance reviews on an annual basis, ask your manager if you can set up a process with them that can make this happen more often. Your manager will be very happy to hear that you are willing to reflect on your performance and improve on your work throughout the year.

Find a Job to Be Excited About

If you are searching for a job to get you excited and revitalize your career goals, contact Concorde Personnel and work with a leading temp agency in Stamford.

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Create a Fair and Effective Performance Review Process

December 6th, 2018

Performance reviews cause both the employee and the manager anxiety. The manager may struggle with balancing the positive feedback with constructive criticism, while the employee might stress from hearing any type of critique.

The anxiety can be minimized with a fair and effective performance review, which is up to the manager to create and implement.

What is a Fair and Effective Performance Review?

First of all, the performance review is not a time to unleash negativity. It’s quite the opposite, actually. A performance review should be a motivational meeting that includes:

  • Highlights of praise for an employee’s accomplishments
  • Constructive feedback on areas that the employee has room for improvement
  • Time to ask and answer both big-picture and detail-oriented questions.

Once your employees know that these are metrics and topics of discussion, they will be better prepared for their review. Because the meeting is a chance for clarifications as well, they may even look forward to it!

3 Go-To Tips for Conducting a Fair and Effective Performance Review

To make sure you can make the best use of the performance review, follow these tips.

Utilize the Job Description

When deciding how to design the performance review, a great resource to use the job description. Does the employee fulfill the duties and expectations listed in the job description? This is also a good chance to see whether or not you need to revise or update the job description for this position. Any updates would only be relevant moving forward, beyond the performance review when you have a chance to discuss these updates with your employee.

Consider How Often You Want to Evaluate

Every expert will tell you that you need to review your employees’ performance more than only on an annual basis. Some companies hold reviews after major projects or busy seasons. Other companies choose to hold performance evaluations quarterly. Look at your own business and schedule to determine what makes the most sense for your business. Holding reviews at least a few times a year will help your employees grow and contribute more effectively.

Use the Right Language

Each employee responds differently to praise and critique. The performance review is a crucial time to help nurture the employee and foster improvement, so be sure to use language that is clear and concise to avoid any misunderstandings. Here are a few examples of effective language to use instead of words like “good” or “great.”

  • Excels
  • Dedicated
  • Focus
  • Thorough
  • Decisive

Create Your Performance Review Process with Experts

For more help on implementing an effective and fair performance review process, contact Concorde Personnel and work with a top staffing agency in Westchester.

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