It’s that time of the year again! Supervisors are scheduling annual review sessions for each colleague in the office and everyone’s on their P’s and Q’s. Word is spread throughout the office that the maximum percentage increase is tapped at 4%. Being the diligent co-worker, you portray confidence and that you will receive the maximum percentage allowed.
Unfortunately, nothing has changed about your work habits since you’ve been with the company. Still, many associates respect and admire your hard work; after all you always lend a helping hand to peers in need and you’re even on the Employee Birthday Committee. Every year during annual review time you always receive the highest raise the company offers. Why should this year be any different?
Now it’s time to sit down with your supervisor and go over the performance review. During the session you’re told that your “performance (on a scale of 1-10) is rated as a 7 due to several attendance concerns and time management inconsistencies. For these reasons, you’re getting a 2% raise this year.” The supervisor asks if you have any questions or concerns and patiently waits for you to sign the form.
Surprised, angry, confused, or ready to walk out? Before getting carried away, take a second to contemplate what just happened and the best way to react. Poised to react in an aggressive manner, you think twice…
Now is not the moment to start whining or throw a hissy fit. Instead of adding risk to your employment status, it is recommended that you remain professional and follow the tips below to improve on your next performance:
- Ask the supervisor questions about how they came to their conclusion.
- Request specific documents from the supervisor regarding the occurrences given to you for poor performance. Make sure you are/were provided with documentation about these issues. You should ask for this information to refer back to it (if needed).
- Always document under the employee comments section of the review form any specific questions you may have about the evaluation.
- Go over the “Performance Improvement Plan” with the supervisor for areas that require improvement.
- Work on improving your performance over the specified timeframe documented on the review form.
- Reference back to the supervisor for the status of your improvement on a regular set schedule.
Following these tips enhance the chances during your next review to have the best annual performance grade and get that raise you deserve. One more thing, until the next review, work on your goals, document accomplishments (adding support for next review), keep a solid attitude, and bring more than the minimal expectation.
Good luck and let me know how next year’s evaluation goes!