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Self Evaluation

 Every performance review is an opportunity to forge ahead in your career. A review with a section for self-evaluation and employee-directed goals gives you the opportunity to design your future. If you’re only getting a review annually, this could be your best chance to push for career advancement all year! Each goal should make sense within the context of your career path. (If your job description and your career aspirations don’t match, it’s time for a more profound conversation with your manager.) Set well-defined goals that are realistic but would be considered major accomplishments if you meet or exceed them. Your goals shouldn’t look anything like your job description; they can present openings to make this job your own. If you’re having trouble coming up with goals that are attainable and relevant, there’s an acronym managers and employees have been using for almost 40 years: S.M.A.R.T. S - Specific M - Measurable A - Achievable R - Realistic T - Time-based Goals that follow th
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How to Conduct a Performance Review

 The time of year you select to conduct performance reviews is important. Peak periods should be avoided as you need to be able to give each employee the attention they deserve. It is worth noting that the process of reviewing employee performance should be ongoing. Aim to discuss each employee’s development with them as and when issues arise, rather than putting it off until a formal review. This keeps the lines of communication open, as it helps to ensure that nothing in a formal performance review will come as a complete surprise. Making regular notes throughout the year of each employee’s performance will allow you to accumulate information that can be discussed during the reviews. Details of any new qualifications gained by an employee, participation in seminars, industry conferences or courses, or involvement in special projects should all be recorded on file. This will allow for more in-depth discussions and give you a more rounded picture of the employee’s contribution and prof
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Performance Review

 Performance Review Many organisations have formal appraisal systems which seek to determine how well someone is performing. These are notoriously subjective and it is just as critical knowing how the system works and getting on well with your boss or supervisor as it is performing well. It is important though to make sure your achievements and contributions are noted and not glossed over or forgotten. One way to do this is to keep a diary and note your achievements or positive contributions for reference in your salary review. You should also regularly seek comments on your performance from your supervisor/manager. This ensures that if there are any concerns these will be highlighted to you in time for you to remedy. Secondly, by seeking feedback you will usually receive positive comments which means that for your review you will have already established a positive environment. The following guide includes valuable hints and information about how to manage your performance appraisal a
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