Save positive feedback to present in your next review and look for ways to build on those strengths. Ask respected colleagues, supervisors, or managers how you’re doing and if they have any advice. Keep a record of your accomplishments for yourself and your manager. To avoid biting off more than you can chew, break larger projects into manageable parts and track your progress towards completion. Some goals may involve daily tasks that you can check off your list each evening while others might be for a long-term improvement. Now that you have a few goals, develop a regular habit of self-reflection and assessment. Once you have a clear understanding of expectations, look for ways to fulfill or even exceed them. Previous reviews, your career ambitions, and your company’s stated objectives and values can also be useful in determining your goals.
If you’re not sure where to start, take a look at your job description and assess your current ability to fulfill it.
Your performance review can be a dreaded ordeal but these tips can help you face it with cool, collected confidence. Tips from the trenches to keep your copier career on track THE TOP 5… Ways to Ace Your Next Performance Review As Susan Peters, head of Human Resources at GE, puts it “The world isn’t really on an annual cycle anymore for anything.” If you treat the annual review process as simply a dreaded, yearly event rather than the culmination of a year-long process, you risk missing opportunities for growth and development. You and your business don’t have a year to waste on problem behavior – it is best to continually correct and adapt. If you wish to correct lackluster work effort don’t say, “you are lazy,” but rather focus on the behavior: “You are frequently late in the morning.” You won’t have much success berating an employee for perceived character flaws but coaching alternative behaviors gives them an achievable goal.Īgain, if you are meeting and communicating with your employees regularly there should be no surprises in the final review. Bad news should be given honestly but with tact and professionalism. If you start with criticisms it will put them on the defense and shut them down so you may find that they hardly hear a word you say. When it comes to delivering your assessment, start with the good news and build them up. This meeting can be nerve-racking for everyone so try to make it as comfortable as possible – join your employee on the same side of your desk rather than keeping it between you. Schedule time for 40-60 minutes and give each employee your full, respectful attention. Your meetings throughout the year may vary in time but for your annual review, take the time to do it right. Meeting at least quarterly allows you to mentor and coach your employees, correcting errors before they become major problems. These benchmarks and meetings will ensure that there are no surprises when it comes time for the annual review. For example, a goal to develop leadership in a certain area should not be simply to “become a better leader” but should list specific qualities and duties required of leaders in that role.Įstablish benchmarks for these goals and schedule regular meetings to track each employee’s progress. These goals should be SMART – Specific, Measurable, Achievable, Realistic, and Time-bound. Happy, engaged employees are your company’s greatest resource and with time and effort, performance management can help you enhance their productivity.Ī good review process starts long before the evaluation itself take the time to establish clear goals with each employee from the beginning.
There are few employees or managers who would say they enjoy performance reviews, but done correctly, this process can be a vital part of building your business.
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Performance Management: How to Best Conduct Employee Reviews Poll-of-the-Month – How did you do on your last performance review? Sound Off – Our readers respond to last month’s poll News In Brief – Announcements from Sharp, Toshiba, Xerox, and HP, Inc The Top 5 – Ways to Ace Your Performance Review The Feed – Performance Management: How to Best Conduct Employee Reviews More than resumes, Candidates® IN THIS MONTH’S NEWSLETTER: Whether you’re looking for your next employee or your next job, Copier Careers® can help. Our monthly newsletter is your source for Copier Channel news and career advice. For more than 30 years, Copier Careers® has been the only recruiting firm exclusively dedicated to connecting copier channel employers with experienced service technicians, copier sales representatives, sales managers, service & operations managers, controllers, administrative staff, and MPS/MNS experts.