SavvySugar

Performance Review Time: 5 Tips For Evaluating Yourself

SavvySugar — Thu, 22 Oct 2009 12:00:35 -0700

For many companies, holiday season is synonymous with performance-review season. And chances are, that process will include a self-evaluation. Filling out self-evaluations can be tricky (are you talking up your accomplishments enough? Will your boss agree with your assessment of your performance?), but they don’t have to be painful. Read on for five tips to help you shine on your self-evaluation.

Be realistic: Try to evaluate yourself as objectively as possible, and think about your performance in the context of your job description. Remember that simply fulfilling the requirements of your position doesn’t necessarily mean you’re blowing your boss’s expectations out of the water. At the same time, be sure to give yourself credit where credit is due; performance reviews aren’t the time for false modesty.

Be specific: Sweeping statements about your job performance won’t get you very far in a self-evaluation. For every accomplishment or strength you mention, have a specific example to back it up.

For three more tips on acing your review, keep reading.

5 Tips For Getting the Most From Your Performance Review

SavvySugar — Fri, 14 Nov 2008 11:30:41 -0800

Doing what you can to prepare for a performance review puts you in the best position possible for a smooth experience, but unexpected bumps can certainly arise. If you and your boss haven't been communicating well, that leaves an open door for surprise comments that could shake your confidence. Don't let these minor moments distract you from getting the most from your review. Check out these tips from various industry experts for handling potentially sticky situations.

Ask questions: Your boss may assume that you know what she's talking about when she tells you you're doing a good job. Ask what stands out about your job performance, and if she's dissatisfied with the job you've been doing, ask for specific examples and how you could do better next time.
Tell your story: If you think your boss's negativity stems from a misunderstanding, ask her, "I have a different perspective on this situation. Would you like to hear it?" Steer clear of defending everything your boss brings up. Sometimes, it's more appropriate to say, "I hadn't looked at it that way. I'd like to try that next time."

See three more tips for your review when you read more.

Play it by ear: If your review is negative, save the topic of your future with the company for another day. Go ahead and bring it up if you've been given a positive review.
Don't sweat the small stuff: Leave the minor comments alone, but if something comes up that you think could threaten your job or promotion, ask, "I need a little perspective here. How serious is this?"
Follow up: A negative review can throw you off guard, so before discussing specifics it's OK to say, "I need some time to think about these things." You may consider asking to meet again in a few weeks to discuss how you've been improving.

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Four Steps to Preparing For a Performance Review

SavvySugar — Thu, 13 Nov 2008 07:15:28 -0800

Annual performance reviews often coincide with the holiday season, and that's at least true for Sugar HQ. While there's nothing to really be scared about, it's natural to try and think about what negative feedback you could be facing by over-analyzing the smallest mistakes from the past year. It's more productive to brush up on the positive details rather than be consumed by the negative, so replace any ounce of dread you have by being confidently prepared.

If you went through a review with the same company last year, dig up your notes and check off the things you've continued to do well and the points you've improved upon. If you are a newer employee and this is your first review, ask your boss how you'll be evaluated so you know what to expect and can prepare accordingly.
Think about the feedback you've received throughout the year. If there were instances where your boss suggested you could improve, did you take the steps to do so? Come up with a couple of examples of how you listened to what she said and applied it to your work.

See two more preparation pointers when you read more.

How did you make a difference this year? If you haven't been keeping an ongoing list of specific accomplishments, create one now. Jog your memory, if needed, by going through old emails and saved files. If you don't have a grasp of your accomplishments, then you won't be able to remind your boss of your positive contributions.
Remember those feelings of self-doubt that you had when you heard you were up for a performance review? Decide which of those feelings are valid and how you're going to work on those issues. Everyone has weaknesses, but it's best to be prepared going into your review rather than blindsided when your boss brings up something that's problematic for you.

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Definition: Manage Up

SavvySugar — Tue, 28 Oct 2008 06:30:40 -0700

Annual performance reviews are right around the corner, so let's brush up on the boss's lingo to make sure we understand the feedback we're given. If your boss told you that you need to "manage up," would you know what she meant?

According to Rosanne Badowski, co-author of Managing Up: How to Forge an Effective Relationship With Those Above You, your boss wants you to "go above and beyond the tasks assigned to you so that you can enhance your manager's work." Helping your manager in this way makes you a greater asset and will make you more competitive for a promotion - managing up is a "help me help you" type of role, and it can certainly work in your favor.

Executive coach Mariette Edwards says there are a slew of steps you can take to show you are learning to manage up, including things like jumping in when needed; maintaining a good attitude no matter what; doing quality work; keeping your boss informed; building relationships; being a good follower when the situation dictates it. Get the gist?

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Three Things to Ask For If Your Raise Is Unremarkable

SavvySugar — Mon, 27 Oct 2008 09:30:20 -0700

Performance reviews aren't all about the money, but for an employee's bottom line, they are. Companies have been making big decisions this quarter based on the poor performance of the past year and the uncertainty they face going in to 2009. With big companies laying off by the thousands (in the last week we saw Yahoo and Goldman Sachs cut ten percent of their massive workforces) and many smaller companies instilling temporary hiring freezes, we can be fairly certain that 2008 raises will be, at most, unremarkable. So what if you want more to show for your hard work in the last year than the fact that you held on to your job? See three things to ask for when you read more.

Fitness: You might love your gym or fitness studio, but hate paying the membership fees. Because health is a bottom line issue for employers battling the high cost of health care, it is both in your interest and theirs that you stay healthy. Propose that the company subsidizes your fitness fees and negotiate a monthly amount that you will be reimbursed for these costs.
Work one day from home: This isn't feasible for all jobs, but in this computer and conference call driven culture, many duties can be seamlessly moved from the office to your home. Telecommuting isn't rare for full-time employees so, if it would make your life less stressful to work from home one day a week, ask for it.
Gas / Transportation: You have to get to work somehow, and more often than not it involves spending money. Negotiate an amount that you will be reimbursed for gas or other transportation costs to cut down on your monthly commute expenditures.

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Are Performance Reviews Counter-Productive?

SavvySugar — Wed, 22 Oct 2008 09:30:07 -0700

We are nearing the end of the year and many companies are gearing up for annual employee performance reviews. There isn't universal support for this type of review process that often involves written feedback from managers regarding their employees, usually presented in person in a one-on-one or two-on-one format. Samuel L. Colbert for The Wall Street Journal writes, "It destroys morale, kills teamwork and hurts the bottom line. And that's just for starters." Colbert backs up his opinion with an argument featuring seven points. Do you agree with his idea to get rid of performance reviews?

Two people, two mind-sets."The boss wants to discuss where performance needs to be improved, while the subordinate is focused on such small issues as compensation, job progression and career advancement. At best, the discussion accomplishes nothing."
Performance doesn't determine pay. "The performance review is simply the place where the boss comes up with a story to justify the predetermined pay."
Objectivity is subjective. "The closest one can get to "objective" feedback is making an evaluator's personal preferences, emotional biases, personal agendas and situational motives for giving feedback sufficiently explicit."

See four more points when you read more.

One size does not fit all. And yet in a performance review, employees are supposed to be measured along some predetermined checklist. This is why pleasing the boss so often becomes more important than doing a good job."
Personal development is impeded. Employees are reluctant to turn to their bosses for help in improving because they fear admitted weaknesses will come back to them.
Disruption to teamwork. "The boss in the performance review thinks of himself or herself as the evaluator, and doesn't engage in teamwork with the subordinate."
Immorality of justifying corporate improvement. "Instead of stimulating corporate effectiveness, [performance reviews] lead to just-in-case and cover-your-behind activities that reduce the amount of time that could be put to productive use."

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Career Tip: Give Yourself A Mid-Year Evaluation

SavvySugar — Wed, 02 Jul 2008 06:35:34 -0700

A few of us here at Sugar HQ have been lamenting about how quickly this year is going and are finding it difficult to believe the year is half-way over. Rather than focus on the time that has gone by, we should look ahead to the next six months and make some short-term goals to keep us on track.

Many companies traditionally hold year-end evaluations some time in December to review employees' overall job performance. Give yourself a mid-year evaluation to determine which areas you should try to improve upon during the next six months. Your employer is looking for accomplishments and signs of improvement, so any renewed effort on your part will help your year-end review.

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I'm Asking: What's the Best Feedback You've Ever Received?

SavvySugar — Thu, 06 Aug 2009 12:36:09 -0700

No employee is perfect. We're human, after all. Performance reviews and frequent check-ins allow your manager to share insight about your growth and output as an employee, your strengths, and things you could be doing better.

Unfortunately, most of us dwell on the negative feedback and overanalyze constructive criticism, dismissing - or minimizing - all the positive reinforcement.

That being said, there are compliments I've received in my lifetime I will never forget. Like the time my fourth-grade teacher called my poetry "brilliant!" Or, when a former boss told me I was the most "intelligent and capable woman" he'd ever worked with. What's the most memorable and encouraging feedback you've ever received from a teacher, co-worker, or boss?

Source: Flickr User stephanieveephotography

Heidi Klum Says Don't Be a Know-It-All

SavvySugar — Wed, 19 Nov 2008 13:30:31 -0800

While being a supermodel is hands-down out of the question for most of us, Heidi Klum's business sense is something that can inspire and motivate any working girl. She's smiling on the cover of InStyle's December issue and inside the magazine she spells out her five rules for success. The rule below is my favorite.

Be open to learning new things: "It's not good to think you know it all-I don't think that's cool or smart. I think there's always more things that people teach you. Be confident and open to incorporating certain suggestions!"

Her rule applies all year-round, but it's especially important advice given many companies are now in performance review mode. Notice valuable feedback when it's given to you, and you'll improve overall.

Ask Savvy: I Relocated and Was Laid Off After Two Weeks, What Are My Rights?

SavvySugar — Fri, 06 Jun 2008 10:58:53 -0700

Dear Savvy,

I have a major dilemma that I'm hoping you can help me with. I moved to Seattle for a job that seemed great on paper but turned out to be a total nightmare. They actually let me go after 2 weeks, without any reason given other than "you weren't the right one" - this is after I just moved several states away from home, and before I was given a chance to perform my job! Because of the lovely legal agreement known as a contract, I now have to pay $3,700 to break my lease.

Sad, this has been an absolute nightmare and I want to know - what are my rights? I have only had the keys to the apartment for a week! If I absolutely have no rights and must pay that ridiculous fee to break my lease, can I write the $3,700 (plus the first month's rent and deposit) off as a relocation/job-search expense? Thanks so much for your help, I am truly devastated by this turn of events.

See my answer when you read more.

What a terrible situation you're in - I'm so sorry that you're going through such a difficult and overwhelming time. Relocating from your home is an emotional move and when the one thing you're looking forward to turns sour, you begin questioning your decision. While it doesn't seem like anything positive could come from this situation, try not to resent your new city. Seattle has a lot to offer both culturally and job-wise, so why not give it a chance?

If you're totally against the idea of trying to make it work there, here's what I would suggest in terms of your apartment fiasco. You signed a lease and your rights are whatever is stated in those papers. Have you tried discussing your situation with your landlord? It's worth approaching her, but do so without any expectations or sense of entitlement to get out of your lease because you've been served a raw deal. She may be sympathetic, but she may simply tell you what you already know about the terms of your lease.

So, what should you do if she says sorry, but a deal is a deal? Request that you be allowed to find someone to take over your lease. The apartment where I currently reside became available for that very reason: the tenants wanted to move back to their hometown but were only six months into their year-long lease. The owner agreed to let them find new tenants that would take over their lease, they placed an ad on Craigslist, and the only involvement the owner had was running a credit check and reviewing our rental application.

While you're searching for new tenants, consider taking a temporary job to bring in some money in case it takes longer than you anticipate. Hopefully, your luck will change very soon!

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