Performance Reviews

I'll never forget one of my first ever performance reviews. I was all excited because I new I was a good worker and I couldn't wait to hear it from my boss. I always did a great job, got along well with customers and was rarely late or called out sick. What followed was a complete surprise – I was told everything that I did was wrong, not complimented for a job well done, and given a very small raise. What happened?!

During the same review, some gossip was brought up about how I apparently didn't do something which involved helping a customer. Keep in mind, she was not witness to the alleged event and relied on what someone else told her. She also brought up duties that I didn't know were party of my job. I was flabbergasted and a little peeved!

I just couldn't understand what the point of the whole process was.

PURPOSE OF A REVIEW

As an employee, I would expect a performance review to highlight the things that I did right. Yes, I would expect some feedback on issues that need improving – that's only fair. It's all about performance after all and no one is perfect. I get that. I would also expect future deliverables to be set so that the next year I'd have something to work towards.

As a manager, they want the maximum performance out of their employee so the performance review should motivate them while at the same time reward for past performance.

But in my case, this is not what happened. I'd hardly say I was motivated and I felt a little betrayed, actually. I was also confused because I didn't really know what was expected of me. I wonder if this is a common problem?

I also made a crucial error – I was unprepared.

HOW TO GET A GREAT REVIEW

I went to the meeting without having done any homework. As a result, I didn't effectively respond to any of the negative points – well, how could I, my jaw was dropped the entire time. What should I have done?

Here are a few quick performance review tips:

1.) Have an accolades list – every time someone compliments you (a customer or your boss) make a note, or email yourself a copy of the email. At your review, you can quickly pull out your 'cheat sheet' and remind them.

2.) Point out your successes as they occur – tell your boss when you've done something great or keep them in the loop. Let your boss know once a deliverable is met. Otherwise, they won't know or someone else may take credit.

3.) First impressions – this one kind of annoys me because I think a talented manager should see through any facade, but you really need to dress the part and at least look successful. Always be polite and professional and leave your bad mood at home.

4.) Go above and beyond – give your boss more than they're asking for. Come up with extra goals or things to achieve.

WHAT MANAGERS SHOULD DO

To gain your employees trust and keep them motivated, you need to do the following:

1.) Make the requirement known ahead of time – employees need to know what they're striving for. Managers have to tell employees exactly what they want.

2.) Don't listen to gossip or hearsay. If you didn't witness it directly, don't take the word of another employee as they may have an alternate agenda. As a manager, personally, I don't much care for tattlers.

3.) Hand a copy of the review to the employee in advance. – I think this prevents surprises and keeps the process transparent. Both can properly prepare and it becomes a dialogue rather than a court proceeding.

At the end of the day, both the company and employee have the most to gain from the performance review process. If done improperly, it can actually have the opposite affect and encourage bitterness and distrust.

Photo: Melody Campbell

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