The Art of the Performance Review
Yearly performance reviews are a process nearly every company and employee must endure. Though they’re not something anyone looks forward to, it’s important to think about your performance appraisal strategically. Given how busy we all are, this may be your only opportunity in a given year to negotiate a raise, get a promotion, and set goals for the following year. We’ve put together a list of important tips to remember when planning for your performance review.
- This year’s performance appraisal started the day after last year’s performance appraisal. As a best practice, you should be keeping a list of accomplishments, results on important projects, and perhaps even a “kudos” folder to store emails and clips with positive reviews you may have received throughout the year. Keep this running tab of your performance year round will make your review much less daunting.
- Ask for it. If you want a raise, you have to ask for it. No manager will simply throw a large salary increase in your lap. They want to see you know your own value. And it’s not enough to say “I deserve it” or “I’m in need of the money right now.” You have to prove your worth. Go into the review armed with statistics.
- How much money did you bring into the company this year?
- How much money did you save the company this year? Think about productivity statistics when answering this question.
- What is the fair market rate for your skill set? Check Glassdoor.com, Salary.com, etc. for examples of what other professionals are making in your field.