What do you do if your performance evaluation doesn't align with your career goals?

When your performance evaluation doesn’t line up with your career goals, first pause—reflect deeply. What’s the gap here? Is it about misaligned expectations, or is your path veering in a new direction? I would urge you to own your story. Dive into why these goals matter to you. Why these goals? Get very real with yourself. Are these goals truly yours, or are you chasing someone else’s definition of success? Use this disconnect as a chance to reassess. Maybe it’s time to realign your actions with what genuinely drives you.

When your performance review doesn't match your career goals, address it by discussing with your supervisor, sharing your aspirations, and seeking feedback for improvement. Develop a plan based on this feedback to align your performance with your goals. Explore growth opportunities in your current role or consider new positions that better fit your career objectives. Proactive communication and a tailored development strategy can help realign your evaluation with your goals effectively.

It's the right time to reassess your options. Which is more important - your work performance or career goals? If you'll ask me, I will go improve my performance and exceed the expectations of people around me. If I have a consistent above average performance, I believe it would surely bring me to my career goals.

Years ago when I worked in the Oil and Gas Industry I had a Supervisor that said to me - “Never assume, it makes an ass out of u and me” Reflection, the power of pausing and reflecting is important. Sometimes you haven’t been exposed to the entire picture, and through patience, reflection, and second thought you can avoid causing undue pain and suffering.

Many, many years ago I was given a review that was better than I was expecting because I presumed that my supervisor didn't like me. He taught me a lesson I have never forgotten, that it is your performance that is being reviewed not your personality nor your opinion of someone, his ability to "see" passed our disagreements, and to evaluate me on me performance as a technician, always stuck with me so that as I moved into management myself I would always strive to follow his example.

While this is true and valuable after receiving an evaluation, I would like to suggest that to truly keep a head of things, scheduling a short review periodically with your supervisor, demonstrates your willingness to grow and be on top of your own performance, something I believe a good supervisor should be doing or entertaining anyway.

seeking clarity from your evaluator is crucial if the evaluation seems unclear or off-target. Schedule a meeting to discuss the specifics of the review and ask for examples or data that support their assessment. Understanding the rationale behind the evaluation can help you determine whether there's a misalignment between your performance and the company's expectations or if it's a matter of miscommunication. This conversation also provides an opportunity to express your career aspirations and see how they align with your current trajectory within the company. It's essential to approach the discussion with an open mind and a willingness to engage in constructive dialogue.

When there is a significant variation in your performance evaluation between your expectation and what was actually given, you need to take the initiative to seek clarity. As an important step, a clear understanding of the rationale behind the evaluation can help you see whether there's a misalignment between your performance and the company's expectations. Probably miscommunication could have been a reason too, which calls for a discussion between you and the evaluator. This conversation can also provide you an opportunity to express your career aspirations and see how they fit with your current progress. It is better to share your own perceptions about the evaluation and seek necessary clarifications on the points of contention.

I have in the past used the rule of 3. never more than 3 goals ( never less than 1 ! ). 3 give you better odds that you will, in the least, get one accomplish and that the other 2 will help or can be used again going forward.

Setting SMART goals that align with both the feedback from your evaluation and your career aspirations is crucial. These goals should be specific, measurable, achievable, relevant, and time-bound. Whether it involves improving certain skills, taking on new responsibilities, or seeking out projects aligned with your interests, having clear objectives creates a roadmap for your development. By referencing these goals in future evaluations, you can track your progress and demonstrate your commitment to growth and improvement.

"proactive in seeking opportunities" I love this statement and it is one I have tried to instill in my own children. Far to often we find our selves only " doing what is asked of us" one great way to expand on this is that, any time you see a problem, only bring it up when you have a solution, that you are willing to action !

Creating an action plan to achieve your goals is essential. This plan should include steps for skill development, networking within your industry, and finding a mentor if needed. Be proactive in seeking opportunities that can bridge the gap between your current position and your desired career path. Remember that your career is a marathon, not a sprint, and consistent effort towards well-defined goals will yield results over time. Stay focused, stay adaptable, and stay committed to your professional growth journey.

It is mandatory to create a plan to show your preparedness and commitment on what needs to be achieved. With your goals have been well set, you need to come out with a roadmap to achieve them. This roadmap encompassing an action plan should include steps for skill development, networking within your industry, or even finding your own role model. Needless to say, be proactive in seeking opportunities that can bridge the gap between where you are and where you want to be. It's always to be kept in mind that consistent and relentless effort towards well-defined objectives will often yield expected results over time. At every stage of progress in your journey, keep reminding yourself about the next step and appropriate follow-up actions.

If I had to add to this ( its pretty good as it is ) I would say that a good way to show how you are doing would be to "use" the feedback method to demonstrate what you have accomplished i.e as I have accomplished this task is there any feedback that I should be aware of before I start XYZ.

Healthy and open communication with your performance evaluators facilitates sharing your point of view and individual perceptions, especially at the time of the evaluation process. With regard to your priorities, your perspective needs to be effectively conveyed. Always keep communication lines open with your manager or evaluator as you work on your targets and professional goals. Regular updates not only show your personal initiative but also ensure that your efforts are recognized suitably. This communication is essential to obtain live feedback, which can help you modify your approach as needed. By resorting to timely communication initiatives and keeping feedback mechanism live, you bring clarity to your own thought process.

If your performance evaluation doesn't match your career goals, take proactive steps. Discuss with your manager to understand the gaps and seek feedback. Develop a plan to acquire needed skills, set clear objectives, explore opportunities within or outside your organization, and stay persistent in aligning your performance with your career aspirations.

If the gap is persistent - over a few years- ask yourself Am I in the right profession Am I in the right environment Can i change things Can I change myself What would make me happy

If your performance evaluation doesn’t align with your career goals, then reflect and listen calmly to the feedback. Clarify as required. Separate yourself from the behaviour on which you are getting feedback. Calmly address the aspects you can improve and keep track of the timeline. Monitor progress and implement solutions as required