There’s usually some disconnect between what we see in ourselves and what others see in us, even if both worker and manager have a reasonably good working relationship.
The good news is that workers can minimize some disagreements.
Writing in the March newsletter of The Five O’Clock Club, a career advice organization, counselor Cecelia Burokas offers tips to influence an upcoming evaluation.
To paraphrase Burokas:
-Understand the review form, the process and the timing so you know what’s being measured and when.
-Keep track of your accomplishments over the review period and share them in writing before your manager writes the review.
-In your note, include benefits to the organization. Remember: Your job isn’t all about you. It’s about the value you bring to the company.
-If you know there was a disappointment, share facts that explain it and include ways your performance improved since the problem.
-Share your own goals. It speaks well to your attitude and desire to be a valued contributor.
-In your face-to-face review, hold your tongue and temper. Listen to each point before you jump to respond.
-Make sure you understood your manager. Paraphrase: “What I heard you say is…” in order to know if you got what the reviewer intended.
-Ask questions. If your review said you were rude in meetings, get specifics so you know what problems or misperceptions you need to correct.
-If you believe something was unfair or wrong, be calm and factual to refute it. You might counter with praise from others on the topic.
-If your emotions rage, admit that you’re angry or very sad and ask for time to absorb the feedback before completing the review meeting.
-End on a “team” note by asking how you can help your manager or work unit be better.
Diane Stafford is the workplace and careers columnist at The Kansas City Star.
©2012 The Kansas City Star (Kansas City, Mo.)
Distributed by MCT Information Services