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Performance Appraisal
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Posted 22 days ago I have not had a performance appraisal in the last few years since I held two jobs in smaller companies which did not have an HR department. I now work for a mid-size company with a properly organized and very active HR department. The thing is that I work for a very difficult person who expects me to read her thoughts and changes her mind all the time and I don't know what to expect. Am I supposed to accept what she says or is there room for discussion? How can I disagree and keep the job? I've been in the position for over a year and got a raise and bonus last March. Any advice you can provide will be greatly appreciated. Amanpern |
17 posts back to top |
| Posted 21 days ago Without knowing all the details about what sort of things your boss is asking for, I'd recommend that you document each of your successes (or wins) since your last review. Make these concrete and measurable examples (like: "Changed paper providers, saving the company $5,000 a month") and not emotional ones or things that you're expected to do (like: "Came to work on time and was nice."). Also sketch out what you would like out of a review. With a raise typically comes increased responsibility, so think about what sort of extra work you'd like to take on. Then, ask your boss and HR rep to discuss your future with the company. Bring your documentation and plans to discuss. Prepare for the possibility that your boss might have legitimate gripes or things she thinks you need to work on, and be open to those. Good luck! |
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85 posts back to top |
| Posted 21 days ago Jforbes gives great advice for the performance review. I agree, you should keep a "kudos" file that includes your accomplishments and also includes input from others (for example, someone sends you a thank you for going above expectations). As far as managing the manager on an on-going basis, you might want to get in the habit of sending follow-up emails to document and clarify tasks. After the manager asks you to do something, you can send an email that says something like: from our conversation earlier today, I understand that you want me to do xyz and email you the results in a spreadsheet by noon on Thursday. If other people are involved, you can copy them and that will help everyone be aware of who is responsible for what by when. The documentation gives the manager a chance to clarify expectations and also gives you justification if the manager wanted something different but diidn't tell anyone. If it's a realy problem, I would talk to HR about the situation, and then bcc them on the emails, so they will know you are doing your best to accomodate requests. |
