The annual review cycle begins with the self-assessment of your performance.
While it may be easy to get caught up in the details of writing the assessment and meeting deadlines, remember, it is important to focus on content. Don’t take this opening for granted, now is the ripe time to inform your manager of your achievements while discussing challenges, opportunities, and goals.
ONE THING TO KEEP IN MIND — How you perceive your job performance may be quite different from the evaluation by your supervisor.
You may be feeling confident in believing you’ve gone above and beyond job requirements until reality creeps in with a sucker-punch. The other side of truth does not always match. Truth is, your supervisor’s perspective may view your performance as being “average.”
For those not believing average can define them, average can be the product of many factors and not just the one or two you thought of. Unfortunately, factors include misunderstanding of expectations, a need for additional training, communication issues, or as simple as your manager not being aware of your day-to-day interactions.
Positive Shift: This is your chance to take control of your career by giving feedback and informing your manager of any training or resources necessary to future success. In order to do such a thing effectively, there’s no time like the present to take an objective self-assessment and then get with your manager for a realignment of sorts.
Is this a lot of work? Sure it is. Is this worth the effort… you bet’cha.
A clear and well-written self-assessment has the following attributes:
- Restates objectives. Paraphrasing job objectives gives the manager a clear picture of how well an employee understands job performance expectations.
- Highlights most significant achievements. The assessment doesn’t need to be lengthy; however it should highlight major achievements during the review period. Don’t forget about achievements made early on in the performance review period. (This is where keeping a journal can be your career advantage—you don’t want to forget accomplishments) States why the achievement matters. Show a cause and effect of the contribution. Describe how the achievement has profited the company. This information should paint a clear picture of how important your job is to the company.
- Emphasizes when your actions were an important factor in success. Employee conduct or behavior is commonly taken into account in the performance rating. Be sure to bring up specific instances where behavior made a positive difference in the outcome of an objective. Acknowledges challenges. The word “challenges” has a negative connotation. However, overcoming a challenge shows you are able to achieve goals despite setbacks or obstacles. These obstacles may be technical, personal, or even limited resources available that an employee may need to rise above.
- Offer specifics to improve performance in the future. Be detailed when writing the self-assessment. Tell/Show how your performance will improve and give a timeframe for the progression.
Following these simple instructions increases your chance of getting eyebrows raised from your manager and entices them to see the added value brought to the company by your exceptional work performance.
The key here is how well you organize. Keep detailed notes with numbers when applicable. Truth is, most managers want you to succeed and wants you to show how you completed the task. Throw in positive bottom-line results and you may be the winner the company is looking to promote.
Hope to see you at the finish line,
Your CC Connection