Five Keys to Nail Your Performance Review

Now that school is out and summer is in full swing, many of the young people in our lives are headed into the career field or starting up summer jobs. So here’s an opportunity to equip them with some “street smart” wisdom to excel on the job and win some great references!.
 
For many, few things generate more stress and discomfort than a performance review. For all parties! It doesn’t have to be that way, but unfortunately it usually is. 
For the reviewee, questions race through our minds. Will it be fair? Will it reflect all of my contributions? Will he/she rip me for my missed goals? Will I get a raise and if so, what? Will I be scolded for anything? Expecting the worst, we enter the boss’s office a nervous wreck, ready to do battle if we don’t like what we hear.
 
It’s no picnic for the reviewer either. Let’s face it: most of us don’t mind delivering compliments, but constructive feedback…not so much. Arguably, most supervisors are underwhelming in the relational aspects of management and can be a bit awkward when discussing their employees’ “growth areas.”
 
I was fortunate enough to have achieved virtually all of my career goals for a number of reasons, not the least of which was by setting myself up for success in my performance reviews. Some of my methods are rather unconventional, but they worked during each stage of my career. I’m confident they’ll work for you, too.    
 

1. Understand your manager’s definition of “excellence” (then deliver!)
   
   On my first day on the job, my manager discussed the position requirements in great detail and then handed me the performance evaluation form. He told me that in six months I’d be evaluated and the overall ranking would determine my raise. I perused the form, noting the eight ranking categories and the 1-10 rating scale (10 being excellent). Things like reliability, job requirements, teamwork, leadership, communication, and attitude. 
   
   Struck by these highly subjective evaluation categories, I asked how he defined “excellent” in each one. He said he didn’t give excellent ratings. I told him that in six months I wanted to be his first. I was armed now, and six months later, I indeed would be his first “excellent” employee. Yes!
   
   Get inside your manager’s head when it comes to your evaluation, especially if it’s highly subjective. After all, if you don’t know the target, how can you reliably hit it? Most managers will not automatically volunteer this, so you’ll have to ask for it.    
   
   
2. Have your manager to identify the most significant potential accomplishments (then deliver!)
   
   Another great strategy is to ask your manager to provide a list of the most important accomplishments you could achieve in the next review cycle. Chances are your job is multifaceted, but it’s always important to know what the boss would consider to be home run achievements. This way, while you deliver on your core job requirements, you also keep these key goals in mind. Again, supervisors don’t always offer this up naturally so you’ll need to ask for it. They’ll willingly comply!
3. Contribute to your employer’s (and your manager’s) success
   
   In order to consistently nail your reviews and maximize your value, you’ll need to go above and beyond your job requirements. Different positions offer different possibilities, so think creatively. For example, during my investment management career, I was the “go to” person to help land major new accounts. So, in addition to delivering solid performance, I helped generate revenue for our business. That significantly broadened my impact and my list of advocates during review time! 
   
   For the most part, there are four key ways you can contribute to your employer’s success: 1) help generate sales and retain key clients; 2) help reduce costs or improve efficiency; 3) innovate (e.g., new products, quality enhancements); and 4) lead (projects, people). How can you impact your employer’s performance—directly and indirectly? 
   
   Lastly, it pays to understand how your manager is being evaluated. That way you can help contribute to his/her success, too. BOOM!
   
   
4. Fully inform your manager before the fact
   
   Unfortunately, it’s impossible for a manager to recall all of the accomplishments and contributions of every employee over the review period (especially if it’s annual!). Consequently, it can become contentious when a manager fails to reflect key information in the review. Here’s where some preventive medicine can help.
   
   First, draft and deliver a self evaluation prior to the review date. List your major accomplishments and any factors that played into your performance.
   
   Second, to the extent that you’ve made key contributions to other departments, ask your advocates to draft a note on your behalf. Again, do not assume that your manager will know about (much less remember) your broader contributions to the organization.
   
   Finally, it always pays to ask for interim feedback at the midway point of your review cycle. That way you can make any midcourse corrections during the second half.
   
   
5. Be a cinch to manage
   
   Management is something most people aspire for but quickly become disillusioned with. Many are promoted into supervisory positions despite lacking leadership skills or proper training.

Knowing this, I’ve always had empathy for the boss and went out of my way to be easy to manage. That meant delivering excellent work and meeting all deadlines a day or two early. I kept a positive attitude and was regarded by my peers as a constructive team player. This kept complaints to a minimum and guaranteed positive feelings about me while my review was being drafted.

These strategies will not only help you deliver great performance but will also help you receive a review that reflects it. May it be a “win win” for you and your manager!