Reflecting on your midyear performance review
Its that time of the year – colours, lights, crackers, food, friends and mid year performance reviews!
Many companies tend to do their performance reviews after six months of the financial year goes by.
Even if your company does not conduct formal mid-year reviews, it is a good time to establish attention to your own performance as well as your teams’, to refresh and rejuvenate for the second half of the year!
It is as critical to prepare for mid year reviews as it is to make an action plan post the appraisal. Before an evaluation, it is important to take time out to reflect and prime yourself.
First of all,think about your triumphs, gaps and overall contribution in comparison to your set objectives.
Be honest with yourself. Further, get ready to discuss new goals, areas for learning and provide examples of the value you bring to the job.
If there were matters of dissappointment, recognise why / how you fell short of expectations.
Stay open to discussion and critique and keep your defenses down.
A mid year review, is meant to be a reminder of things you overcame or couldn’t and your path in the future.
It is a constructive process to lead you to the half year ahead.
Once done with the review, what should one do next? If you had a great appraisal, how will you maintain momentum?
If not, what will you do to salvage things over the next two quarters?
And if you realise you are average, how will you raise the bar for yourself?
MAKE A PLAN
Whatever the outcome of your review, don’t cruise or sulk.
Sit down and make a plan - whether it is learning something you arent good at, or managing time to complete tasks you, or collaborating better to get results.
List all the deterrants in your performance and work on a plan to neutralise them. Don’t allow the review to make you complacent or debilitated, instead get more focussed.
SCHEDULE MILESTONES
Redefine your goals and map them against the time you have. An action agenda– one that is constantly in front of you and can be validated periodically.
Set regular check-in meetings with your supervisor too, to measure progress.
This will make it more collaborative and real time feedback / coaching will ensure there are no surprises for either side in the annual appraisal.
MAKE A STRATEGY FOR YOURSELF
Its not just the L&D plans that your company sets for you, but it is essential that you make your own personal development strategies to empower yourself.
Recognise your shortcomings and work on them to help you achieve your goals.
If your role requires better leadership skills or better technical competencies, figure a way to get those personally. Don’t leave all training to your employer.
LOOK AT THE BIG PICTURE
Don’t be let down by a tough review and don’t get carried away by praise. Keep an eye on the bigger picture and what you want to achieve in your career. One review will not make or break you – but is reflective of your oversights and helps to build direction. Use it positively for long term growth and meeting aspirations.
RECOGNISE YOUR SHORTCOMINGS AND WORK ON THEM TO HELP YOURSELF ACHIEVE TARGETS