How can you ensure your performance review accurately reflects your contributions to the company?

Keep a record of your accomplishments: Throughout the year, maintain a detailed record of your achievements, projects, and any quantifiable results. This can include meeting specific goals, completing projects on time or under budget, and any positive feedback you receive from colleagues or clients.

Ensure to compare your accomplishments and records to the KRAs that have been allocated to you. Meeting one-on-one with your reportee will enable you to keep a regular record of your accomplishments.

Performance reviews are done against set targets at the start of the year. For you to ensure your your evaluation is optimized you have to ensure you show evidence of achievement vs set targets. You have to show the level of achievement vs target and how they were achieved. Share details of challenges, customers etc which you had to manage. Share examples of the kinds of behaviors, values you had to demonstrate which achieving them. Share examples of how your work impacted your area but other areas as well. Share specific examples from throughout the year so recency bias doesnt influence your assessment. Share any targets and achievements that were over and above what was set as during the year, the targets/goals may have moved.

To ensure an accurate performance review, keep a record of your achievements throughout the review period. Align your accomplishments with company objectives and communicate openly with your supervisor. Regularly seek feedback and discuss how your contributions directly support the company's goals. This proactive approach ensures that your performance review accurately reflects your valuable contributions to the company.

To emphasize the importance of tracking accomplishments, consider John, a software developer. He created a monthly digest, highlighting his completed projects and their impact. For instance, he showcased how a software tool he developed led to a 15% increase in operational efficiency. By quantifying his achievements, he painted a clear picture of his value proposition for his superiors.

Start by identifying the people you want to seek feedback from. This could include your manager, peers, clients, or stakeholders. Consider who has a good understanding of your work and can provide valuable feedback. Reach out to these individuals and ask them for feedback. Be specific about what you are looking for. For example, you could ask for feedback on your strengths, areas of improvement, and suggestions for future development. Be open to receiving feedback, even if it is negative. Remember that feedback is an opportunity to learn and grow.

Emilia, a project manager, integrated peer feedback into her routine. Every time she concluded a project, she solicited feedback from her teammates. This proactive approach not only ensured a consistent stream of feedback but also positioned her as someone committed to continuous improvement. The testimonials she received played a pivotal role in her performance review, showcasing her positive influence on the team.

Make it a habit to seek feedback and inputs of you from clients or teams you collaborated closely with after every complete task/ projects. Add to the list of your record keeping. Identify the most common and similar feedback received, and seek guidance from your manager on how you can improve or do better.

To make your performance review fair and accurate, ask your manager, colleagues, and clients for feedback. They can tell you what you're good at, where you can improve, and offer ideas for growth. It helps to schedule feedback talks. You don't always need a fancy "360-degree review." An example, a co-worker asked clients for feedback and it boosted their performance review.

First determine if you are asking for a promotion or just salary increment. Once determined, be realistic about your expectations. For example, don't go asking for a 20% hike if it's not a promotion. Ensure to align with the company's internal C&B structure and job profile. One approach is to provide a range in terms of expectations, where the lower end is the minimum you are ok to accept, and the higher end being the ideal adjustment you wanted.

Setting the stage for her annual review, Lisa, a marketing executive, scheduled a mid-year check-in with her boss. Here, she outlined her targets for the year and aligned them with the company's objectives. This proactive strategy ensured both Lisa and her boss were on the same page regarding her role, eradicating potential ambiguities during her formal evaluation.

Before your performance review, talk to your boss about your goals and how they fit with the company's goals. Be clear about what you do, what's tricky, and how they'll evaluate you. Share your career hopes and what help you need, but don't make it all about money. It's like a coworker who chatted with their boss, and it made their review better for both.

Preparation is key. Take Alex, an analyst. Ahead of his review, he simulated the meeting with a mentor, role-playing potential scenarios. This mock review helped Alex refine his points and anticipate questions. During the actual review, he appeared confident, handling queries with ease and showcasing his value effectively.

Train yourself to be pro active in taking additional responsibilities and projects that align with your skills and interests. You may start your job in the company with some pre set roles & responsibilities but it needs to change and grow with each passing year and for that your RM needs to see the pro activeness in your attitude to take new responsibilities & challenges. Do not over commit but always have the willingness to participate or lead new tasks & responsibilities.

Negotiating a salary requires evidence-backed claims. Sophia, a sales executive, used her performance metrics (like achieving 120% of her annual target) as leverage during her salary negotiation. Paired with industry benchmark data, her well-researched pitch convinced her superiors of her deserving the requested raise.

Post-review, Michael, an HR manager, put his performance feedback into an actionable plan. When advised to enhance his leadership skills, he undertook a leadership workshop. Monthly updates to his supervisor on his learnings and practical implementations cemented his dedication to growth, ensuring his future reviews reflected this commitment.

Drawing from international practices, Japanese companies have 'Hansei' (reflection) meetings to introspect on successes and failures. Adopting such a practice could give employees a structured platform to analyze their performance consistently. Regular reflection not only aids in personal development but also equips employees with insights, enhancing the effectiveness of formal performance reviews.