Every year, on 1st April, we embark on the journey of a new financial and appraisal year—another year filled with promises and hope of better designations, better financial planning, better growth, and a better performance appraisal in the next cycle.
While all companies may not use the same performance appraisal method, the core principle behind this HR-driven process is to identify, evaluate, and reward employees’ performance according to the stipulated matrices.
While the human resource function happens to be the key custodian of the P.A process in a company- in terms of its administration, communication, management, etc. – they are not the process owners. The best term to define their role in P. A could be Proisn’tCustodians. So if HR isn’t the prime owner – who is? The Kanakkupillai team strives to bring to your awareness a not-so-commonly-known fact-
You, as an employee, are the owner of your own Performance Appraisal!
Well, we read your thoughts. – It is your manager or your boss who appraises you. You are correct to the extent that the manager appraises you according to what he is aware of your performance. For any manager with a sizable team, it may not be feasible to take stock of or track every team member’s achievements/areas of improvement. So they end up appraising you as per key data points that they can rely on their memory for each team member.
Here’s reliable, isn’t I?
Here’s what the KP team suggests that you do this appraisal year so as to be in complete control of how your next Appraisal meeting goes-
1) Employer’s self about your Employer’s P.A system
No one says it openly but one of the underlying motivations; while we are employed with a company comes as a bank account credit message on the 31st or 1st of every month J Yes we are talking about your compensation package indeed!
How much extra salary you withdraw after your appraisal 12 months later is directly linked to our company’s evaluation of its employees’ performances. Own this up, sit with an HR friend or with your supervisor – understand the key matrices that your performance will be assessed against. What are the benchmarks for measurement, and what are the requirements for various ratings? And work on them all year round instead of being surprised at the end with what we actually ask! was
2) Data Preparedness
Unless you are a Power Ranger, please do not rely on your memory to retain key data facts about your achievements, job well-done emails, etc. Create an Achievements folder or repository every time you receive any communication, award, recognition, kudos, etc. If you highlight your contributions in a project/situation, please make it a point to save them there! This data can come in very handy when subjectively evaluating your work along with your manager during appraisal time.
3) Spend time on your Self-Assessment Sheet –
This sheet can help you prepare for the discussion proactively. If you are aware of what goes inside this sheet at the beginning of the year itself, you can align your work goals so that you deliver in tune with what the company expects of your role. This is the easiest way to bring facts/data about yMansolutions to your myourManager’sstion. Make sure you loop in all those extra initiatives you take toward your team/project/colleagues, etc.
4) Keep the discussion alive
While a performance appraisal discussion can be intimidating as it deals with your personal contributions/employee traits, etc., you can do your part by keeping the discussion light and alive. Understand that your manager is under a lot more pressure than you are to complete appraisals for all of their team members,s including you. A little bit of humor or lively banter will go a long way in helping your manager cope with this responsibility with ease. It will also create room for a healthy disc discussion regarding the upcoming year’s expyear’s key responsibility areas.
5) Calibrate with your manager on your Areas of Improvement-
No matter how competent or dedicated an employee may be, there are many situations when, due to either lack of requisite experience or sometimes due to sheer bad luck, we may end up making mistakes. Be dignified while discussing those aspects of your performance, own them up, and work with your manager to bring about a better outcome next time around.
Finally, no matter how tempting it may be, Avoid getting into any blame game—be it another colleague, the system, another department, or a skip Manager. It will not only show you in a bad light in front of your manager, but you will also not know what bridges you might end up burning in the future.
Remember, it is in your hands to shift your perspective and involvement in the PA process from “mere” Emoperform” ni’e” en” of you” ”for “ance’s ou “performance’sMentally “n Co “ol” professional w” likes to take charge and delivers high-rated performance all through the year. So Keep it professional and keep it slick, and remember your job is not who you are. It is just one of the things that you are meant to do!
Until then, Keep Smiling & Keep Trending!!
