Getting a Good Appraisal in addition to Performance

The most feared annual performance review can be an opportunity to take stock of your career goals.  Here is how you can go through this difficult, boss’s liking and manipulative process.

At a particular month of the year as decided by the company, opportunity deceptively comes as a disguise as a simple piece of paper. What is often viewed as a necessary evil by employees is actually a great way   to advance career goals. Let us relieve your dilemma as how this is an opportunity for career goals. One the annual performance review is essential to present an undistorted image of your work. Two, it’s a good occasion to have a one to one conversation with your boss. You can figure out if you achieved the goals you set out to at the beginning of the year, whether the company believes you are handling your duties effectively and the key skills you need to improve further.

However, reviewing your own performance can be tricky. How do you praise your efforts without sounding like a self-praise or assessment? Here’s how you can rev up your performance review.

You will need to be more objective about the assignments you have done over the year. A good way to maintain objectivity is to quantify the work you do and benchmark it against that of your peers. It may be hard   for you to do so, but it’s the best way to know where you figure in the rating scale. How many issues did your colleagues solve vis-à-vis the problems that cropped up in the work? Did they complete more successful projects than you? List out your output as well as that of your peers, the good as well as the bad, along with the feedback you have received from customers and seniors. This will provide a comprehensive view of whether you should rate your skill a meager 1 or a spectacular 5. Don’t shy away from giving yourself the highest rating, but provide substantial proof to back it up.

Your first instinct  will be to brush everything under the carpet, but rein it in. owning up to goof-ups is the wiser step as it proves you have an IQ level that does not hover in the single digits, to realize when you have erred. Secondly, a few bruises are testament to the fact that you have done some rounds at the workplace and have learnt something. Plus, honesty is better than inflated ego.

Should I shoulder the responsibility of a team member’s shoddy work?

We are all plagued with colleagues who exasperate, irritate and unfortunately, lower the performance bar. So, how do you ensure that his indolent attitude towards work doesn’t blemish your spotless record? Jot down all the feats and failures of your team but do not disparage the colleague. It’s the team leader’s job to sift through the chaff. You should stick to highlighting your achievements. If you have been picking up the slack too often for the colleagues mention it as an extra responsibility.

Personal interaction with the boss is the reality check you needed, and the hot seat will probably make hell seem a wonderful winter land. When the boss begins to question the sparkling self-appraisal do not react and never be argumentative. You need to carry on a dialogue not hold a confession session. If you disagree with him on something, fortify your statements with solid facts. This is also an opportune moment to bring up issues that you may be uncomfortable penning down or which may seem frivolous, such as asking for a flexible schedule or a new software. Here is also when you’re career path for the next year will take a more concrete shape.

Can I ask for a raise?

Yes, you may ask for one, but you can’t demand it. Ask the old timers about the routine in this regard. The direction of your interaction with the boss will be a good gauge to broaching the subject or hinting at a promotion. It is hardly sensible if you bring these up when the boss is pricking holes in your self-appraisal. But if the conversation seems favourable steer it towards the salary you would like or your next designation. Be realistic the boss won’t be able to sign the papers if he does not think same as you on your performance.

  • Rajeswari Nag

    A transparent system of performance tracking by making the day-today performance available to peers, project manager and management would certainly eliminate bias. Looking for suggestions and comments on incorporating performance tracking periodically and transparently. It it possible, if so how can it be achieved ?

  • Hi : As usual good effort to bring some common concerns on table and explaining the same ! However, I feel most of the time ( May be due to SPACE CONSTRAINTS) – these articles appears to be edited / cut short than explaining in “INDIAN SCENARIO”… or is that the NEW GENERATION understands it all even if the matters are knitted somehow together to fit in the WORDS NOS ALLOWED?


  • Satish Shetty

    Hello Mr. V S Rama Rao, Each topic which you described is fantastic and it realy touching to everyone’s life, I am inspired your each topic and i am sharing this to my seniors, team members and colleagues. Also trying to use this in my work . thank you so much