Putting a lit­tle bit of ex­tra ef­fort can help at year end

The Pak Banker - - Front Page - Ra­nia Oteify

AS the end of the year draws closer, ev­ery­one get busy with plan­ning for hol­i­day va­ca­tions, mak­ing new year res­o­lu­tions or hop­ing for bet­ter year to come. But the year isn't over yet and what­ever is on your agenda, the com­ing few weeks can be cru­cial in de­ter­min­ing how the new year is go­ing to un­fold for you and for your ca­reer. In fact, in many or­ga­ni­za­tions this is the de­ci­sion­mak­ing time when pro­mo­tions and pay raises may be con­sid­ered just as bud­get and staff cost re­duc­tion. If you want to en­sure your po­si­tion in the group that is get­ting ahead with more re­spon­si­bil­ity and, per­haps a higher ti­tle, now is the time to wrap up your year on the right foot, and make a strong im­pres­sion with tan­gi­ble re­sults and ac­com­plish­ments.

Need­less to say, if you've not per­formed well throughout the year, it may be dif­fi­cult to re­cover in a mat­ter of weeks. But if you are one of the ma­jor­ity of peo­ple whose per­for­mance falls within the healthy range, putting a lit­tle bit of ex­tra ef­fort and in­ter­est can pay hand­somely - both in ab­stract and lit­eral terms.

Each com­pany has its own way in set­ting and mea­sur­ing em­ployee per­for­mance, but if you have a writ­ten set of goals, hav­ing them fully ac­com­plished is not ne­go­tiable. If your ap­praisal is due by the end of year, you need to check im­me­di­ately where you stand on each and ev­ery goal. Now is still a good time to ap­proach your su­per­vi­sor and ask for help if you think one or more of your goals won't be ac­com­plished on time even though it is al­ways bet­ter to ex­press these con­cerns as early as pos­si­ble in the process. In short, get a close look at your goals and make sure you'll be able to nail that year-end ap­praisal.

Man­agers are dif­fer­ent - and no ev­ery­one is good when it comes to com­mu­ni­cat­ing per­for­mance prob­lems or is­sues through the course of the as­sess­ment pe­riod. If you're try­ing to pre­empt any sur­prise prob­lems at the ap­praisal/as­sess­ment time, ini­ti­ate and re­quest your su­per­vi­sor's feed­back reg­u­larly. Don't only wait un­til you've a cri­sis on your hands to ask for help or ad­vice, try to have weekly, bi­weekly or even monthly meet­ings where you go over your top is­sues, ex­plain your progress on var­i­ous projects and get your man­ager in­volved as needed. By do­ing so, you should be in bet­ter po­si­tion as far as un­der­stand­ing your su­per­vi­sor's ex­pec­ta­tions and pri­or­i­ties. One note, how­ever, try to bal­ance your re­quests for feed­back and your abil­ity to make de­ci­sions in­de­pen­dently.

You don't want to un­der­mine your own chances of pro­mo­tion by ap­pear­ing un­able to work with­out con­tin­u­ous su­per­vi­sion.

One way to demon­strate that you're not scram­bling to the last minute to catch up with your goals is to pro­vide some for­ward-look­ing plans. For those in man­age­rial po­si­tion in par­tic­u­lar, set­ting time aside to ex­plain to your man­ager how you plan to im­prove you de­part- ment's pro­ce­dures or per­for­mance can show that you're on top of your work and you even think of how to take it a step higher.

This is the men­tal­ity and ini­tia­tive that can earn you a pro­mo­tion. How­ever, be sure that you ac­tu­ally have well-thought out plans that are re­al­is­tic and doable. If you come up with grand ideas and fail to de­liver on them later on you will be shoot­ing your­self in the foot.

Many new-year res­o­lu­tions go around look­ing for and find­ing a new job. While this may re­main as a pri­or­ity for if you have not been sat­is­fied with your cur­rent job, it is im­por­tant to also be ready to dis- cuss with your su­per­vi­sors the avail­able al­ter­na­tives within your own or­ga­ni­za­tion. Once again, only if you're per­form­ing well in your cur­rent job, you'll be able to po­si­tion your­self for an in­ter­nal move. That is why you need to be ready not only with your pro­posal for why you de­serve a new job, but also with a clear quan­ti­ta­tive way in which you de­scribe your ac­com­plish­ments in your cur­rent job.

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