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Preparing For Your Annual Appraisal
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Nothing can affect your professional success more than your own passiveness- if you are willing to grow, your career will always shine.
Are you one among those professionals who find their performance reviews boring and unhelpful? Do you still find it annoying when you know that it can reflect your past experience and govern your future progress at the same time? One must have often met professionals who are passive and apprehensive about their own annual appraisals. Rather than looking at these appraisals as a winning chance of in-depth discussion with the management, they take it as a complete waste of time. So if you are one of those passive souls, we have a suggestion for you here. CHANGE this attitude right away because you might afford it now, but your career will not be able to keep it in the long run of success. YES!!!
Annual Appraisal is basically to review the recent performance and focus on future objectives, possible opportunities and resources required. This process is basically conducted by line managers than the core HR Recruitment Services field professionals. This makes important role-play of team managers to understand how the team’s individual performance review contributes to the effective manpower management and organizational performance. They map the pay of employees to the future targets & plans, analyze their performance through various factors & assist them to perform better.
Here is how to start your preparation for annual appraisal with these 10 quick tips:
1. Performance appraisals are necessary- Acknowledge this fact!
2. Learn about the culture of appraisals at your organization.
3. What values do you bring into the organization? ANALYZE this fact.
4. Be professional about appraisals and don’t run it as a joke.
5. Make a quick wish list.
6. Have professional objectives.
7. If your company is ignoring your appraisal, make sure to FOLLOW UP.
8. Make a self-evaluation of your professional contribution- an HONEST one.
9. Prepare yourself for the disagreements.
10. Make plans to discuss your pay concerns with your management.
After all the preparations that you make, you also have to accept one simple fact that preparing for the entire process of performance appraisal can be very intermediating. Standing right there in front of the boss and your immediate supervisors can almost make you speechless. It might also make you skeptical about your own performance and achievements. Honestly speaking, there are two aspects of performance appraisals: 1) how the management takes it for the employee and 2) how the employee perceives it for himself. But no matter who is on what side of the aspect, doing a thorough review of the process is mandatory for both the parties.
I have a favorite suggestion here! Don’t take your appraisal as just an evaluation of your past experience because it is something that will also define your future. Think in terms of your future, your career growth, new responsibilities (that you are capable of holding), work atmosphere, and so on.
If your career is important, your performance appraisal is nothing less!
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