Shhhhhh. Do you hear that? It’s the collective groan of employees working on self assessments for annual performance reviews. If wracking your brain for strengths, weaknesses, and accomplishments has you searching for the migraine tablets, consider this: You can turn your annual performance review into an opportunity to showcase your mad skills. Last year, I decided to do just that and received a promotion for my trouble 🙂 Here is a formula that worked for me:
Accentuate the Positive
As Stuart Smalley (Saturday Night Live) says, “You’re good enough, you’re smart enough, and doggone it, people like you.” A performance review is the time to remind your manager why he/she likes you. Take this opportunity to blow your own horn particularly if you don’t like to. What were your biggest accomplishments during the past year? Make a list. When you see your contributions in writing, your confidence grows. After listing all you can think of, set the task aside for an hour or so. When you come back to it add any others that came to mind while you were working on something else. (Funny how that happens. You take your mind off a task and when you return to it fresh, you have another idea. It usually comes to me during a time I can’t go write it down, like in the shower.) Pare the list down to your top three for your final draft. BTW, if you don’t have a running list of accomplishments since your last performance review, start one for next year. Right. Now. If you don’t remember the major thing you accomplished six months ago, your manager won’t either.
Eliminate the Negative
A performance review allows you a peek inside your supervisor’s head. Most bosses won’t come right out and tell you what they think of your work – especially if your work doesn’t please them – but an annual review forces communication. This usually involves identifying your weaknesses. Do NOT say you don’t have any. We all do and you’ll be better off identifying them yourself instead of forcing your manager to batter your ego by listing perceived defects. It’s also very tempting to cheat on this one. IE: “My biggest weakness is that I work too hard.” (Can you hear my eyes rolling?) Instead, how about presenting your weakness followed by how you are addressing it? IE: “I’m having trouble formatting the charts in the Activity Reports so I’ve signed up for an online Excel course.” This acknowledges you see an area in which you need to improve and you already have a plan to do so. Stick to just one or two things you’re going to improve by next year’s performance review. No need to expose ALL your flaws.
Latch on to the Affirmative
You’ll probably also be asked to comment on your strengths. Remember the accomplishment list you made? Revisit the things you did not include in your top three. Can you use some of those for your strengths? For example, if “I caught a typo on an invoice saving the department $1000 four months ago,” did not make your top three accomplishments, you could repurpose that accomplishment into a strength: I have excellent proofreading skills (IE: In April I saved my department $1000 when I found a typo while proofreading an invoice). Try to come up with examples of when you saved the company money, made the operation more efficient, and/or made your team stronger.
Don’t Mess with Mr. In-Between
Even if your company says your performance review is not tied to a raise, act like it is. It’s motivation. Establish a baseline against which you want your manager to judge your work over the next year. Use this meeting to pick your manager’s brain. Bob King, a former Senior Vice President of CLEAResult Consulting suggests, “Embrace this process as an opportunity to make sure that your perspective is aligned with your supervisor, and should it turn out not to be, engage your supervisor in a positive fashion to explore where perspectives diverged.” If you don’t have a habit of checking in with your boss every couple of months to ask him/her how you’re doing, put it on your calendar. A performance review should not be the first conversation the two of you have regarding the quality of your work and it’s up to you to initiate that feedback. In your review, set goals that receive your manager’s blessing. Over the next year, keep notes on what you’re doing to reach those goals (online courses, certifications, earned CEU’s) and check in periodically before your next performance review to inform your boss of the progress you’re making. Now is a good time to suggest ways you want to grow. Ways for which perhaps your company will reimburse you (associations you want to join, classes you want to take, conferences/seminars you want to go to). If you approach this review as a “get to” instead of a “got to,” you could come out of it in a much better position than you entered it.
Shout out to Harold Arlen and Johnny Mercer for their song “Ac-Cent-Tchu-Ate the Positive.” Now I’m stuck with an earworm.