1. Ace Your Performance Review

2. Agenda Why things go wrong with Performance Appraisals
How to address discrepancies
What if you don’t agree
Managing self-performance and perceptions
3 things to remember

3. Why They Go Wrong
They are treated as an annual “event” rather than part of the ongoing feedback process.
People don’t prepare or dedicate the time necessary.
The giver and receiver of the feedback are from different planets

4. How Discrepancies Occur
You don’t fully understand the expectations
You measure performance by different “yardsticks”
You are delusional

5. How to Address Discrepancies
Know how performance is evaluated:
Goals & Objectives
360
Behavioural Observation
Unstructured format
Ask to see the forms/format prior to review
Articulate expectations in writing

6. If You Don’t Agree Raise objections professionally and stay calm
Ask for specific examples that led to a particular rating/comment
Escalate the matter if you have to, but be careful

7. Manage perceptions all year long
Agree in advance on performance goals and metrics
Proactively upward manage your boss
Keep your own performance feedback file
Ask for feedback regularly and act on it

8. 3 Things to Remember
There should never be any surprises at a Performance Review.
If your boss/organization does not proactively manage performance, then you need to.
Manage performance (and the perception of performance) all year long