Your Annual Performance Review

Your Annual Performance Review

Career Development – Preparing For Your Annual Performance Review

Your Annual Performance Review – in this video, Angela Huffmon helps you prepare for your performance evaluation/review with your manager. This should help you  feel equipped to discuss your accomplishments, and improvements made during the year.

This video should help make your performance evaluation experience less stressful and help you to help your boss give you a good review.

Remember an open, honest and positive approach usually generates the best response.


For more from Angela visit http://www.angelahuffmon.biz/webinars

Wendy Smith is a career consultant, life coach and business coach with depth of experience in management, coaching and personal development. That experience means she is equally at home helping clients find a new career direction, starting-up new businesses or dealing with life’s more challenging personal issues. You can contact her at wendy@wisewolfcoaching.com

Wendy has written a little eBook on how to get on with your boss and a book on job search – you can find her books on Amazon at this link

         

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Career Development – Preparing For Your Annual Performance Review

Career Development – Preparing For Your Annual Performance Review

In this video, Angela Huffmon helps you prepare for your performance evaluation/review with your manager. This should help you  feel equipped to discuss your accomplishments, and improvements made during the year.

This video should help make your performance evaluation experience less stressful and help you to help your boss give you a good review.

Remember an open, honest and positive approach usually generates the best response.


For more from Angela visit http://www.angelahuffmon.biz/webinars

Wendy Mason is the Happiness Coach and author of a new novel, The Wolf Project Wendy is a life and career coach and writer. She is passionate about helping people find happiness at work and at home! She helps people reach their goals and aspirations, without sacrificing their home and personal life.  She believes coaching requires compassion, warmth and empathy. Wendy helps people reach their career goals and aspirations, without sacrificing their home and personal life. You can contact Wendy at wendymason@wisewolfcoaching.com and find out more at http://wisewolfcoaching.com

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.