Performance Reviews: Painful or Helpful?

Performance Reviews: Painful or Helpful?

Performance Reviews: Painful or Helpful? Today our guest blogger, Lindsey Harper Mac, presents the third and last in her new series of posts on career development.   Lindsey is a professional writer living in the Indianapolis area. She specializes in writing guest posts on social media and education. Currently, Lindsey is completing work on her master’s degree. You can find the first post in this series at this link – Career Development Part 1 – Why Get An Advanced Degree? The Answer is Obvious and the second at this link –  Career Development Part 2: Want a Promotion? Focus on Factors Within your Control

Career Development Part 3: Performance Reviews: Painful or Helpful?

For many employees, receiving a performance review isn’t a welcome occurrence. It can seem that bosses are being tedious and trying to catch their workers messing up on the job when these reviews are compiled and delivered. In truth, however, an employee review is intended to be a useful tool in promoting employee growth. When done properly, performance reviews should highlight areas of strength and weakness and provide a roadmap for future growth. To better understand the employee review process, consider all the factors that go into a comprehensive employee review.

Work Monitoring

The most notable-–and commonly most nerve tweaking-–part of any employee review is the work-monitoring segment. During this part of the review process, the employer evaluates the worker while he’s on the job and makes note of strengths and weaknesses. In some cases, the worker knows he’s being monitored; in others, the worker is unaware, ensuring that the employer has an accurate picture of the worker’s performance on a day-to-day basis.

Performance History Review

Employers also often review the employee’s history of performance, checking accuracy percentages, sales figures or other numbers indicative of the employee’s level of on-the-job success. By consulting this information, the employer can ensure that, if the work monitoring didn’t yield stellar results, his negative opinion isn’t simply the result of one not-so-hot day on the job.

Collaboration

Employers often collaborate with different individuals within the managerial or HR departments when completing these employee reviews. In doing so, they share their findings and ask the individuals with whom they’re collaborating to reflect upon the data as well. This can go a long way toward ensuring that the overall opinion of the worker’s effectiveness isn’t solely determined by one individual.

Goal Setting

After gathering all the information required to make informed decisions, managers commonly set some goals for what they’d like to see the employee achieve in the next several months or over the course of the next year. They may decide they want to see improved accuracy from an employee whose percentages were found wanting. For an employee they’d like to see advance within the company, they may encourage her to make efforts toward reaching educational goals or obtaining further professional credentials.

Employee Input

After these steps, the employer presents the painstakingly gathered information to the employee. Often, the employee is asked to provide input at this point as well. This could be an explanation of an area that appeared to be weak but is actually stronger than the numbers would suggest. During this portion of the review, the employee is commonly presented with the goals set for her and asked to edit them or agree to them if she feels they’re reasonable.

When employers review their employees’ work, they hope to find these workers are doing everything perfectly. When this isn’t the case, managers can use the information they glean from this careful monitoring of performance to help their employees grow and become better workers within their selected industries. This facilitation of growth is mutually beneficial, as it allows employers to craft stronger workforces and it allows employees to become the best workers they can be.

About the author: Lindsey Harper Mac is a professional writer living in the Indianapolis area. She specializes in writing guest posts on social media and education. Currently, Lindsey is completing work on her master’s degree.

Also by Lindsey Harper Mac

Career Development Part 1 – Why Get An Advanced Degree? The Answer is Obvious

Career Development Part 2: Want a Promotion? Focus on Factors Within your Control

Entrepreneurs Growing Forward

Why “be the best” when you could be the one making the rules? | WiseWolf Talking – the WiseWolf Coaching Blog.

The Makings of a Great Leader | WiseWolf Talking – the WiseWolf Coaching Blog.

 

Career Development Part 3: Performance Reviews: Painful or Helpful?

Today our guest blogger, Lindsey Harper Mac, presents the third and last in her new series of posts on career development.   Lindsey is a professional writer living in the Indianapolis area. She specializes in writing guest posts on social media and education. Currently, Lindsey is completing work on her master’s degree. You can find the first post in this series at this link – Career Development Part 1 – Why Get An Advanced Degree? The Answer is Obvious and the second at this link –  Career Development Part 2: Want a Promotion? Focus on Factors Within your Control

Career Development Part 3: Performance Reviews: Painful or Helpful?

For many employees, receiving a performance review isn’t a welcome occurrence. It can seem that bosses are being tedious and trying to catch their workers messing up on the job when these reviews are compiled and delivered. In truth, however, an employee review is intended to be a useful tool in promoting employee growth. When done properly, performance reviews should highlight areas of strength and weakness and provide a roadmap for future growth. To better understand the employee review process, consider all the factors that go into a comprehensive employee review.

Work Monitoring

The most notable-–and commonly most nerve tweaking-–part of any employee review is the work-monitoring segment. During this part of the review process, the employer evaluates the worker while he’s on the job and makes note of strengths and weaknesses. In some cases, the worker knows he’s being monitored; in others, the worker is unaware, ensuring that the employer has an accurate picture of the worker’s performance on a day-to-day basis.

Performance History Review

Employers also often review the employee’s history of performance, checking accuracy percentages, sales figures or other numbers indicative of the employee’s level of on-the-job success. By consulting this information, the employer can ensure that, if the work monitoring didn’t yield stellar results, his negative opinion isn’t simply the result of one not-so-hot day on the job.

Collaboration

Employers often collaborate with different individuals within the managerial or HR departments when completing these employee reviews. In doing so, they share their findings and ask the individuals with whom they’re collaborating to reflect upon the data as well. This can go a long way toward ensuring that the overall opinion of the worker’s effectiveness isn’t solely determined by one individual.

Goal Setting

After gathering all the information required to make informed decisions, managers commonly set some goals for what they’d like to see the employee achieve in the next several months or over the course of the next year. They may decide they want to see improved accuracy from an employee whose percentages were found wanting. For an employee they’d like to see advance within the company, they may encourage her to make efforts toward reaching educational goals or obtaining further professional credentials.

Employee Input

After these steps, the employer presents the painstakingly gathered information to the employee. Often, the employee is asked to provide input at this point as well. This could be an explanation of an area that appeared to be weak but is actually stronger than the numbers would suggest. During this portion of the review, the employee is commonly presented with the goals set for her and asked to edit them or agree to them if she feels they’re reasonable.

When employers review their employees’ work, they hope to find these workers are doing everything perfectly. When this isn’t the case, managers can use the information they glean from this careful monitoring of performance to help their employees grow and become better workers within their selected industries. This facilitation of growth is mutually beneficial, as it allows employers to craft stronger workforces and it allows employees to become the best workers they can be.

About the author: Lindsey Harper Mac is a professional writer living in the Indianapolis area. She specializes in writing guest posts on social media and education. Currently, Lindsey is completing work on her master’s degree.

Also by Lindsey Harper Mac

Career Development Part 1 – Why Get An Advanced Degree? The Answer is Obvious

Career Development Part 2: Want a Promotion? Focus on Factors Within your Control

Entrepreneurs Growing Forward

Why “be the best” when you could be the one making the rules? | WiseWolf Talking – the WiseWolf Coaching Blog.

The Makings of a Great Leader | WiseWolf Talking – the WiseWolf Coaching Blog.

 

Want a Promotion?

Want a Promotion?

Want a Promotion?  Today our guest blogger Lindsey Harper Mac presents the second in her new series of posts on career development.  The third, and last, post will appear here next week .  Lindsey is a professional writer living in the Indianapolis area. She specializes in writing guest posts on social media and education. Currently, Lindsey is completing work on her master’s degree. You can find the first post in this series at this link – Career Development Part 1 – Why Get An Advanced Degree? The Answer is Obvious

Career Development Part 2: Want a Promotion? Focus on Factors Within your Control

Want a Promotion? Whether or not you get that long-dreamed-about promotion isn’t dependent on one or two easily manipulated factors. Instead, it relies upon a mishmash of influences, both business and employee-related. The business-related elements are ones that are specific to your business environment and ones over which you have less control. The employee-related factors are ones that you can manipulate and, in doing so, potentially increase your chances of obtaining the promotion you seek.

Want a Promotion? Business Factors

  • Your Boss – The degree to which you get along with your boss can play a major part in determining whether or not you find yourself in line for a promotion. If you and your boss get along famously, he’ll be more likely to recommend you for advancement should the opportunity present itself. If, on the other hand, you clash constantly, your name will likely not be at the top of the list when it’s time for him to recommend someone for a promotion.
  • Business Success – Management will be more likely to promote more workers if your specific company is going through a period of profitability. As businesses succeed, they also commonly expand, meaning more underlings are needed to do the work–and, of course, more leaders are needed to guide the company’s inner workings.
  • Industry Growth – Getting a promotion is often easier in a rapidly growing industry. If you happen to work in a field that’s going through a period of growth, you may find that more upper-level positions are being created to meet the increased demands. This growth is something you can capitalize on.
  • Retirements – If you happen to step into the world of work when others are preparing to step out, you may be able to obtain a promotion more quickly. As others retire and vacate their positions, you may find yourself serendipitously able to climb the ladder without having to shove off others already occupying the higher rungs.

Want a Promotion? Employee Factors

  • Education – The more you know and the more credentials you hold, the more obvious a choice you seem for a promotion. If you don’t have education in your specific industry, you may be able to better position yourself for advancement by completing an online education program or attending seminars in a topic that relates to your field.
  • Experience – The experience you bring to the table will make a major difference in determining whether or not you get a promotion. If you come to the position already holding years of experience, you’ll be a logical candidate for promotion. If you aren’t lucky enough to bring this experience with you, enhance your credibility by volunteering to take part in advanced projects or complete duties that may technically be above your current level.
  • Enthusiasm – If you attend work every day, do the minimum and go home, your boss probably won’t reward you with a promotion. The degree of enthusiasm you show is something management will note. If you can be more enthusiastic and eager, you can make yourself seem more dedicated to your business and deserving of a promotion.

Moving up in the corporate world isn’t always within your control. You can, however, take the helm and control the elements of promotability that you can change to ensure these controllable factors don’t stand in the way of that job you wish to hold.

About the author: Lindsey Harper Mac is a professional writer living in the Indianapolis area. She specializes in writing guest posts on social media and education. Currently, Lindsey is completing work on her master’s degree.

Also by Lindsey Harper Mac

Career Development Part 1 – Why Get An Advanced Degree? The Answer is Obvious

Entrepreneurs Growing Forward

Why “be the best” when you could be the one making the rules? | WiseWolf Talking – the WiseWolf Coaching Blog.

The Makings of a Great Leader | WiseWolf Talking – the WiseWolf Coaching Blog.

 

Career Development Part 2: Want a Promotion? Focus on Factors Within your Control

Today our guest blogger Lindsey Harper Mac presents the second in her new series of posts on career development.  The third, and last, post will appear here next week .  Lindsey is a professional writer living in the Indianapolis area. She specializes in writing guest posts on social media and education. Currently, Lindsey is completing work on her master’s degree. You can find the first post in this series at this link – Career Development Part 1 – Why Get An Advanced Degree? The Answer is Obvious

Career Development Part 2: Want a Promotion? Focus on Factors Within your Control

Whether or not you get that long-dreamed-about promotion isn’t dependent on one or two easily manipulated factors. Instead, it relies upon a mishmash of influences, both business and employee-related. The business-related elements are ones that are specific to your business environment and ones over which you have less control. The employee-related factors are ones that you can manipulate and, in doing so, potentially increase your chances of obtaining the promotion you seek.

Business Factors

  • Your Boss – The degree to which you get along with your boss can play a major part in determining whether or not you find yourself in line for a promotion. If you and your boss get along famously, he’ll be more likely to recommend you for advancement should the opportunity present itself. If, on the other hand, you clash constantly, your name will likely not be at the top of the list when it’s time for him to recommend someone for a promotion.
  • Business Success – Management will be more likely to promote more workers if your specific company is going through a period of profitability. As businesses succeed, they also commonly expand, meaning more underlings are needed to do the work–and, of course, more leaders are needed to guide the company’s inner workings.
  • Industry Growth – Getting a promotion is often easier in a rapidly growing industry. If you happen to work in a field that’s going through a period of growth, you may find that more upper-level positions are being created to meet the increased demands. This growth is something you can capitalize on.
  • Retirements – If you happen to step into the world of work when others are preparing to step out, you may be able to obtain a promotion more quickly. As others retire and vacate their positions, you may find yourself serendipitously able to climb the ladder without having to shove off others already occupying the higher rungs.

Employee Factors

  • Education – The more you know and the more credentials you hold, the more obvious a choice you seem for a promotion. If you don’t have education in your specific industry, you may be able to better position yourself for advancement by completing an online education program or attending seminars in a topic that relates to your field.
  • Experience – The experience you bring to the table will make a major difference in determining whether or not you get a promotion. If you come to the position already holding years of experience, you’ll be a logical candidate for promotion. If you aren’t lucky enough to bring this experience with you, enhance your credibility by volunteering to take part in advanced projects or complete duties that may technically be above your current level.
  • Enthusiasm – If you attend work every day, do the minimum and go home, your boss probably won’t reward you with a promotion. The degree of enthusiasm you show is something management will note. If you can be more enthusiastic and eager, you can make yourself seem more dedicated to your business and deserving of a promotion.

Moving up in the corporate world isn’t always within your control. You can, however, take the helm and control the elements of promotability that you can change to ensure these controllable factors don’t stand in the way of that job you wish to hold.

About the author: Lindsey Harper Mac is a professional writer living in the Indianapolis area. She specializes in writing guest posts on social media and education. Currently, Lindsey is completing work on her master’s degree.

Also by Lindsey Harper Mac

Career Development Part 1 – Why Get An Advanced Degree? The Answer is Obvious

Entrepreneurs Growing Forward

Why “be the best” when you could be the one making the rules? | WiseWolf Talking – the WiseWolf Coaching Blog.

The Makings of a Great Leader | WiseWolf Talking – the WiseWolf Coaching Blog.