How To Do Better In Your Next Performance Review
Got a less-than-expected rating in your recent performance appraisal?
Many organisations force-fit ratings into a normalised distribution (aka a Bell Curve) by comparing the relative performance of people against their peers. This is to ensure that only the best performers get a disproportionate share of the rewards, rather than peanut-buttering a fixed rewards budget across an excessively large pool of people, leaving nobody happy.
If you’re in such a place, fret not. Here are some ways in which you can stand out from your peers and take your place on the more lucrative side of the curve at your next appraisal.
Right away, quantify your goals
Too many of us work in roles that don’t have quantifiable outcomes such as marketing, strategy, financial planning, project management etc. As a result, it is harder to assess performance in these kinds of roles.
Work with your manager to create objective measures of performance so it is easier to tell when you have outperformed. And if you happen to be in an easily quantified job, then make sure your targets are clearly documented — and at least somewhat realistic!
Over the next few months, demonstrate your worth
As you go through the year, ensure you do these three things:
Demonstrate progress
Just like the proverbial tree falling in the forest, if you achieve your targets without witnesses it won’t really count when it matters. So you have to ensure you celebrate your wins as they happen — inform the right people, send a post-completion update email, share lessons learnt, whatever; as long as the message is getting through to the people who will be involved with your next performance review.
Beat your targets
We often expect to receive a great rating when we’ve done a good job. Well, in a forced bell curve world, that is not a guarantee. You don’t get rated well for doing a good job if everyone else has also done the same. So, to be sure of a great rating, you need to do a great job. In other words, you need to not just meet, but beat your targets. Ideally by a lot.
Communicate your worth
Have your manager set up opportunities for you to get some face time with the people that matter. It could be a presentation, a speaking slot at a team meeting, a 15-min one-on-one or any other opportunities to demonstrate your competence and credibility. But just make sure you are well-prepared for the moment so you come across at your best. If you aren’t going prepared, don’t bother. No impression is better than a poor impression!
Before the next review, prepare your manager to make a strong case
Write a well-structured and well-explained self-appraisal that gives your manager enough talking points to substantiate your case for a strong rating. Arm your manager with additional material to explain the complexities of your role so the review committee can better empathise with the challenges you had to overcome.
In a nutshell, you just need to do three things to ensure a great performance appraisal.
- Do a great job
- Show that you’re doing a great job
- Help your manager illustrate the great job you did
Sure, your manager has to tell your story.
But you’re the one who has to write it!
