You’ve just received your performance evaluation. How can you use it to create a career development plan?

Review Feedback and Ratings: Carefully review the feedback provided by your supervisor and any performance ratings you received. Identify specific areas where you excel and those that may need improvement. Identify Strengths: Acknowledge and celebrate your strengths. Consider how you can leverage these strengths in your current role and explore opportunities to further develop and utilize them. Recognize Areas for Improvement: Take note of any areas for improvement highlighted in your evaluation. This could include specific skills, behaviors, or performance metrics. Acknowledge these areas with a growth mindset.

Absolutely! Here's how to use your performance evaluation to guide your career development plan: Analyze Feedback: Carefully review your evaluation. Identify your strengths (where you excel) and your weaknesses. Set SMART Goals: Create specific, measurable, achievable, relevant, and time-bound goals that address your development areas and align with your long-term career aspirations. Seek Development Opportunities: Look for training programs, workshops, mentorship, or projects that will help you develop the skills you need to accomplish your goals. Discuss with Your Manager: Schedule a follow-up meeting with your manager to discuss your development plan, get their input, and explore resources they can provide to support you.

The biggest mistake is to react. Spend some time on the feedback received, analyze it, and most importantly communicate. Your supervisor must know what you are thinking. Most of the time transparency helps in having healthy communication. Prepare the plan in writing, share it with your supervisor, and then call for a discussion. That way it is proven that you are interested in taking development on your hands.

Review the evaluation, match it against your self evaluation (if not self evaluated, please do so), see what aligned and what were the gaps, objectively analyze the gaps, start mind mapping on potential ways of addressing the gaps, align that with your 5 year goal for yourself, see additional skills you need to ace at to further strengthen the bridge, come up with practical implementation plan and continue keeping a pulse during execution to understand if you are on track

If one is given an evaluation that is truly objective/fair and not simply a "going through the motions" activity, the points can be extremely helpful (and motivating) at focusing attention on key areas of improvement.

Identificar seus pontos fortes e fracos é fundamental para o desenvolvimento pessoal e profissional. Aqui está como você pode realizar essa análise usando uma estrutura SWOT: For?as (Strengths): Liste todas as suas habilidades, qualidades e experiências que contribuem positivamente para o seu desempenho e sucesso. Isso pode incluir habilidades técnicas específicas, habilidades interpessoais, características pessoais como resiliência ou criatividade, bem como conquistas anteriores em sua carreira.

A SWOT analysis done honestly can be very beneficial in identifying where you need to focus your attention. In this case your strengths and weaknesses it might identify an area where you might want to develop more in and that could lead to a different role or setting up a project at work. The weaknesses once acknowledged can be worked upon with additional training or changing behaviours or processes. You have to be open and have a growth mindset about this to move it forward and develop.

Asking for feedback in all areas of things you do will change your life. - promotes personal and professional growth -enhances self-awareness - fosters adaptability - improves relationships. It provides insights into strengths and areas for improvement, encouraging continuous learning and development.

I would recommend first doing a SWOT analysis on yourself and perhaps another for comparison that uses only the performance evaluation. By knowing your strengths, you know what similar tasks might come easier. The trick is knowing where your limiting weaknesses are. Generally, its good to always attempt self-improvement, but if you are an accountant and identify a weakness is not understanding UX design, then either your hoping to improve on a "hobby" or the role is likely not a good fit for continued success. Ideally, you want to strive for 1-3 minor improvements a month that can build to a continued year of growth and success.

SMART goals are an excellent tool to work towards and I used to use this method alot when managing my team. They are very clear, tangible and can be measured. They are aligned to what you want to get out of the task and achieve and can be short or long term. By managing this way it really helped to understand what the individual wanted and they bought into this too and wanted to achieve it. Instead of been told what they had to do, it comes from them. A very effective way of working.

As you are setting your goals, it will be helpful to clarify the context. I might ask questions like, are these my personal career goals (outside of my current organization or role)? Or are these career goals that are within my current role or organization? If they are goals within my current role/organization, I may actually engage with my manager prior to setting my career goals. There may be information, opportunities, or resources that my manager is aware and I am not that could impact my chosen career goals. In addition, when setting SMART goals, input from my manager my impact the measurable, achievable, and time-bound aspects.

I must have a goal plan consisting of daily, weekly, monthly, quarterly and yearly goals. This plan keeps me disciplined, organized, and on task.

Ok let’s peel it back. Not just “what’s your goal?” But WHY? What do you want to achieve - why are you doing this…THEN start reverse engineering. Why do you want this What does good look like What do you need to do to get there How will you measure this

SMART goals are an excellent way to set future self and career goals but where even I fall short at times is following through on accountability. In your SMART goal, you should identify how you are tracking achievement or progress so that as you begin attempting goal achievement, you have milestones to look back upon. If you are unsure of some potential goals, then take a look back at your past performance evaluation/s and speak with your manager and perhaps a friend. Develop a list of ideas and from there brainstorm how each goal might impact your future position or career. Finally, if you are still unsure, find someone who has achieved the same goal and ask for their input to better understand how it will impact you.

More ACTION less MOTION is the trick here. Don’t procrastinate - how many plans do you want to make? Being in MOTION planning, strategising, complying, organising, reporting, attending internal meetings. Taking ACTION actually doing something that produces the end result you want to achieve.

Think of a quality action plan as a schedule or calendar of events. If you utilized the SMART process for your goal, you already have the constraints required. If you need to sign up for a class, schedule the action item, and if you need to read 30 minutes a day, schedule that task. We as humans often fear the idea of routine when in reality it is routine which has enabled us so much success. And just think, say you have a 1 hour lunch every work day, Monday thru Friday, even with 2 weeks vacation and 1 week sick leave taken, you are left with approximately 49 weeks x 5 days (omitting holidays) or 245 hours you can potentially reclaim. So what can you do with say just 4 hours a month or 1 lunch hour a week?

It's important to understand that the managers will not grow for you, but they should provide you with all the tools necessary to allow your growth. It may take some time to embrace the idea that we are solely responsible for our own development. If you want to grow, communicate your expectations, plans, and needs clearly. Avoiding the formulation of your goals will lower your motivation and objective assessment of your progress.

A quality manager will be excited you have developed a career (or self) development plan. But don't just stop there, if needed, tell your close co-workers or loved ones. They can all assist in keeping you on track and praising your achievements through accountability. But just remember, too much communication of the plan to everyone around can actually have a negative effect in feeling we are achieving the goal but having done almost nothing. If you find yourself forgetting about your posted goals, then it may be time to revisit the action plan and if needed, re-evaluate the goal to better suit and adjust the intended outcome.

Do not make the mistake of considering the feedback as a mirror of oneself rather it is only a reflection of the needs, expectations and understandings of the other person giving it. I’ve also witnessed the immense adverse impact of feedback on well-being and development if feedback is taken in the wrong way. One must learn to receive feedback in its neutrality. It is not easy. Shift in Perspective: it is a momentary snapshot, not a verdict on your identity. It is a regular process: Seeking feedback is a regular process. Be Receptive: Avoid defensiveness at all cost, and ask questions. Focus on Behaviour: it’s only about actions, not YOU. Own Mistakes: it is a ground of learning. 2Way Street: Give upward feedback and foster open dialogue.