Making Performance Reviews Work for You- by Pat Gonzalez

There was a time when performance reviews meant pay increases for the deserving, but in today's market the performance review has evolved into a tool used for lay-offs and in some companies it has become extinct.  It's a shame because when used effectively the performance review can become such  a powerful tool in managing, re-directing, and developing your most important asset~ your human working capital.

Why do some employees and managers dread the performance review?  The question can be answered by taking a look at how your company uses this tool.  Is it a process that just gets completed, signed, and checked off before it's filed away into the dusty realms of the HR office? Or is it a tool that provokes conversations between employee and manager that ultimately results in a partnership for cultivating a win-win strategy to aid in meeting mutual goals for your company? Knowing how your company uses your performance review can be very beneficial to you.

As an employee how should you prepare for a performance review? Are you surprised that you should prepare?  Preparing eliminates surprises. You probably want to keep surprises to a minimum when it comes to learning about how your manager perceives your work contributions.  Here's a quick checklist for you that will make preparing easy.

1. Retrieve your job description.  Understanding your manager's expectations is key.  If you don't have a job description prepare a list of the things you believe your manager expects of you. This will provide an incredible "opportunity of sharing" to make sure both of you are on the same page.
2. Keep a file of your "save the day" moments or kudos you have received during the review period. (It's a good idea to know your review window of time.)
3. Keep a file of any record of discussions or write-ups you may have received during your review period.  The mistakes aren't as vital as the learning experiences that have been captured during those times of error. This is your opportunity to share how you have grown professionally.
4. Review your prior performance review. Were goals set? If so, were those goals achieved.  This is another opportunity for you to shine.  
5. Request an opportunity to do a self evaluation using the same forms your manager will be using to complete your review (in the event a self evaluation form is not offered to you.)
6. Request a copy of your manager's review prior to your evaluation meeting.  Most managers will provide you a copy, but it they don't explain to them that you would like to review it, so that your time during the meeting can be focused on developing a career/objective plan based on his/her review of your performance.  Reading your performance review 24-48 hours prior to your meeting will minimize surprises and also help you to understand your manager's viewpoints. Of course it also offers a cooling off period in case you and your manager disagree on any points.
7. Leave your ego at home.  Remember the performance review is a review of your job contributions and is not a personal attack on your person.  You are a great person and nothing changes that!

Look for my next blog on how a manager should prepare.  Questions and comments are always appreciated.