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Advice: How to get the most value out of your Performance Review

Published: 1 year, 6 months ago

 

Author: David Bennett

Audience: Candidate Preparing for their next Review

 

Performance reviews have been a hot topic of late with Accenture, Deloitte, Microsoft, SEEK, KPMG and many other companies opting to kill off the traditional sit-down performance appraisal in favour of a less structured feedback process.

 

Yet for the majority of organisations, performance reviews remain a staple of the calendar year. I for one feel they do have a lot of benefits. They provide employees with a dedicated opportunity to assess their role and capabilities, as well as demonstrate their accomplishments and distinguish themselves and their value to the organisation.

 

For some people the annual review is a dreaded event, but keep in mind it is an opportunity to evaluate your progress over the past 12 months and look ahead.

 

They can help you reflect on your year of achievements and are an opportunity to be open with your managers about your career ambitions and what the options may be.

 

So if your employer has opted to keep their annual review process, here are my top three tips for getting the most out of it:

 

1. When the time comes to prepare for your review, it’s easy to forget the significant wins and triumphs you had at the start of the year. So during the 12 months leading up to your next review file away emails where you’ve been recognised by colleagues and/or clients for your work. If you’ve exceeded your KPIs on a project or excelled in a specific aspect of the role, be sure to note it down.

 

2. Review your current position description against the role you hope to progress to next, comparing the skills and results required for both. There may be facets of the next role that you’re already working to, in which case this will help you to build a case to reach the next stage of your career. If there are any aspects of the job that you’re uncertain about, seek clarification prior to your performance review from the human resources team.

 

3. Objectively analyse your strengths and weaknesses to help you identify areas where you need improvement. During the review, proactively discuss these areas and provide your manager with solutions. Willingness to dedicate time to training or professional development will show your dedication to succeeding in the role.

 

After the review, you may learn of new roles or career paths available within the organisation that you hadn’t previously considered. However, you might discover that your role or the organisation are no longer suited to your career aspirations or values. If this is the case, consider getting in touch with a recruiter who can help you to find what you’re looking for.

 

From a recruitment perspective, performance reviews enable the human resources team to identify gaps that they might need to recruit for and whether there is a need to upskill existing employees. The Faculty’s Capability Assessment tool can be really helpful for CPOs in this situation.

 

So don’t be concerned when it comes to performance review time, instead view it as an opportunity to refocus your career, either within the current organisation or not. Be honest with yourself about your strengths and weaknesses and listen to all constructive feedback objectively.