|Career Development Professional Profiles Office Culture Job Hunting Advice Editor's Picks|
Home > Article
How to make your boss love you (and ace your performance review)
You can make your performance review a "rewarding" experience for your boss (and for you!) Here's how.
Are you prepared to discuss your accomplishments?
The rules of performance reviews are changing. Not too long ago, management guru Peter Block said, "The performance review is the company's opportunity to prove to you, once again, that they own you." But as employees gain better access to information and assume more responsibility for managing their careers, the performance review is becoming another opportunity for you to demonstrate value to your company.
The purpose of a performance review
The conversation does not have to take place all at once; you can break it up into more than one meeting. And performance reviews can be negotiated if you go in with firm evidence in your favor.
Understand where your boss is coming from
Managers spend years trying to master the art of giving a really good performance review. But now you have the opportunity to make the performance review process much more fun, much more stimulating, and much more enriching for both parties. Make it as easy as possible for your boss to write you a terrific review.
Your boss may have some idea of your accomplishments, but is probably not keeping close tabs on both process and results. Most managers conduct and write up a group of performance reviews at once. Unfortunately they are often under deadlines set by the human resources department and by their boss, and may not have access to everything their direct reports have done during the year. You have to build the case for yourself. The better prepared you are, the easier it is for your boss.
Document your accomplishments
Ask yourself if your pay in line with your performance. Are you prepared to discuss your accomplishments?
One way to document your contribution to your company is to keep a job diary. Your first day on the job is not too soon to start. Make a habit of writing down what you did and how it helped meet the company's objectives. Keep lists or spreadsheets, and anticipate the future by thinking about what you would like to accomplish next year.
Other people's feedback is also valuable when you are preparing for a review. If someone sends you written kudos, put them in a file. If someone says something complimentary, ask him or her to put it in writing.
Even if your diary is incomplete, always prepare for your performance review by making a list of your accomplishments for the year.
Document your attitude
Think seriously about what your general behavior conveys to those around you. Try to be "likable" in the corporate sense. That means being pleasant to be around, respectful of others, and deferential to people with more experience. It means being comfortable with the rules and willing to put in extra work when it's called for.
Make the grade
The performance review is usually a separate conversation from the discussion of raises and promotions, but it is related. The outcome of your review is likely to be a sheet of paper with number or letter grades on it, and a set of attributes on which you are graded. Ideally you want to be in the top one or two grades for each attribute, so that you are in line for more responsibility and more money.
Then, the day after the performance review, it's time to write in that job diary again.
More Related Articles
Surviving Office Politics At Your New Job
Whether you are just starting your first job or your 10th job, you will find that office politics is consistent in all companies.
Hoppin' Along to the Next Job
Do you leave a company before your seat gets warm? Many young workers "job hop" their way through their twenties, but is there now a backlash toward this trend?
Eight Sticky Work Situations and How to Handle Them
Ever suspect your boss was put on this earth just to make your job harder? If so, you're not alone.
Google Web Search
Didn't see what you were looking for?
powered by Google