By Sheila Ferguson
DeChandra Ritter is new to the workforce. She just earned a Bachelor’s Degree last spring and is now completing her first year as an outreach worker. Dee thought she was doing everything correctly. Throughout the year, she followed the prescribed procedures, responded positively to her clients, and kept timely records. Sadly, her first performance appraisal was disappointing. It made Dee question herself and her career choice. No matter where you are in your career, there is more to learn about achieving better results on your annual performance appraisal.
The Corporate World is Changing
Where Companies Fall Short
Negative reviews harm a worker’s brain health and emotional stability. These types of reviews are reflections of organizational dysfunction. Flawed and unsatisfactory reviews do workers and the organization a disservice. It is a problem when supervisors cite:
Past missteps,
Broad generalizations rather than particulars about the job performance of the last year,
Ranking you in comparison to the more seasoned workers.
Companies want to keep employees
To improve staff outcomes, most corporations are committing to talent retention, growth, and high performance. The pathways to success come through weekly coaching, real-time assessment, and problem-solving activities. Since most companies are not overhauling their performance management systems, employees must take action. If your last annual review was successful and you received a 3% raise, you are one of the lucky ones! In these cases, it is likely that your supervisor:
Self Help
Take action by asking yourself the right questions. Ask: Am I too new and need more time to experience the organizational culture? Will management become angry with me for asking questions? Is it appropriate to file a grievance to gain resolution? Should I just prepare for next year? Either way, you have the right to:
Finally, talk with your human resource director, and learn more about the company’s performance review process. Consider creating a committee aimed at revising the performance appraisal template. Remember, when advocating for yourself, you also support your co-workers and organizational progress.
Links to Books on Performance Appraisals
Catalytic Coaching: The End of the Performance Review by Garold L. Markle
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