Comments on: 5 Keys to Acing a Performance Review

By: jimsotonna

jimsotonna — Mon, 03 Mar 2008 06:01:50 +0000

jimsotonna…

jimsotonna dropped by…

By: Newly Corporate » Blog Archive » Oh S#$@, Now What? You Made a Mistake, Now Make the Best of a Bad Situation

Tue, 29 Jan 2008 04:11:50 +0000

[...] our mid-year reviews, my utilization came in below that of many of my peers. I was approached by my manager/coach with [...]

By: Newly Corporate » Blog Archive » 4 Things I Learned About Image from American Idol

Thu, 17 Jan 2008 04:47:49 +0000

[...] by peers, superiors, and direct reports. It is imperative that you learn to deal with criticism. Learn to reply logically, accept fair suggestions, and brush off the [...]

By: Twentysomething: Five ways people get screwed early in their career » Brazen Careerist by Penelope Trunk

Tue, 15 Jan 2008 16:03:18 +0000

[...] you just started, we’ll wait until next year.” Fourteen months passed before I had a performance review, and I was blindsided by some of the comments I got, because no one brought up issues that had been [...]

By: Newly Corporate » Blog Archive » A Millenial’s 6 Step Guide to Getting Things Done

Mon, 14 Jan 2008 18:52:55 +0000

[...] 3. Make a basic to do list and relish every check. As I mentioned, there are a ton of online to do tracking sites, I can’t use them because I spend too much time on the site and not enough time getting my tasks done. I reccommend a good old pencil and paper tactile to do list. It feels great to check things off physically and it’s a great record of all your tasks that you can summarize when it comes time to ace that performance review. [...]

By: Dan

Dan — Sat, 12 Jan 2008 19:38:20 +0000

I agree! Concrete examples are very important. Check out my post on marketing yourself at work. My #1 tip there is to start a journal to keep track of all the things you've completed.

By: cboyd

cboyd — Fri, 11 Jan 2008 16:48:53 +0000

Great post, confidence and preparation are absolutely critical in performance reviews. However, one point that was not addressed is that it is often beneficial to go into the process with an idea of what areas you’d like to improve in as well. When you go into a performance review, it’s helpful to demonstrate that not only are you thoughtful in the work you do in accomplishing organizational objectives, but mindful in anticipating what skill sets you will need to improve in order to provide greater value to the organization in the future (or to prepare for your next promotion!). If you can provide concrete examples of steps you’re already taking to improve skill sets that will be valued in the future, it will demonstrate a great sense of maturity, self-awareness, and continued interest in the organization.

By: Tiffany Monhollon

Tiffany Monhollon — Fri, 11 Jan 2008 15:25:04 +0000

It’s also critical to have some facts with you to prove your points – a list of all the things you’ve done, measured objectives, proof. Because chances are, your boss isn’t going to remember all that stuff, espsecially if it was completed months ago. They’re not keeping tabs on all that stuff like you are, usually, because they either have lots of other people to manage or other, higher level things to do.

There was a world of difference between my first and second annual reviews at one job, and that was because I was confident enough in myself to back myself up and push for the promotion I deserved. I scheduled a meeting with my boss before my review and handed him a document I’d compiled about everything I’d done above and beyond my goals for the past year, and it impressed him a lot – not only that I demonstrated what I had accomplished, but how I handled telling him demonstrated my strategic skills, self-confidence, and ability to defend an argument – all very important skills for higher level work I would be doing, once I got that promotion!

By: Brandon Henak

Brandon Henak — Thu, 10 Jan 2008 20:17:28 +0000

6. End on a positive note for the future. It always helps to leave the reviewer with a bright view of the future of the company as they head in HR and promotion discussions.