Performance Review, what’s in it for me?
Posted by Meg Bear on March 18, 2009
As luck would have it, we are doing our own mid-year review cycle right now. Being an overly introspective person, I have been thinking that I’ve rarely seen communications about the review process that give a sense to an individual WIIFM (What’s in it for me?).
Reviews are often thought of in terms of measurement or drudgery but rarely is the point emphasized that they are about being heard.
As with all advice here at TalentedApps, the message is simple. You get what you settle for. So I would like to suggest that a Performance document is your chance to
- Articulate and align with your manager about your key strengths. What is great about you and why? How are you leveraging that greatness for the benefit of your manager and your company? Is there more that you could be doing to better highlight your awesomeness to a broader population?
- Talk about your near and long term goals. What they are and what they should be? What do you want to continue doing and what do you want to quit doing? Why?
- Build an action plan for greatness. Who should you consider being a mentor to? Who should you be getting mentoring from? What learning would benefit you? How should you stretch yourself to grow?
In summary, the performance review is really only as useful as you make it. If you are waiting for your manager to take the lead, you are seriously missing the point. Your manager is required by the organization to rate you against your peers and against your objectives. S/he is required by you to help you succeed.
Are you helping your manager make sure both objectives are accomplished, or are you wasting the opportunity and only letting the organization benefit from the exercise?
Or as Dr. Seuss said so well
Shout loud at the top of your voice, “I AM I!
I am I!
And I may not know why
But I know that I like it.
Three cheers! I AM I!