What are the most important things to remember when evaluating your own performance?

Establish clear performance metrics and goals for yourself. Regularly assess your progress against these benchmarks. As a Structured Settlement Consultant, this could include metrics like successful case closures, client satisfaction, or financial performance indicators. Setting measurable objectives provides a framework for self-evaluation and helps track your professional growth.

This leads to an interesting, introspective process and is easier said than done, however, it is what it is, and one should start by being honest and objective. Don’t exaggerate your achievements or downplay your mistakes. Ask or Seek feedback from others. Ask & and listen, incorporate. Reflect on your accomplishments and challenges. Focus on your growth and development and demonstrate how you applied your skills, knowledge, and creativity to your work. Write clearly and concisely. Use simple and professional language to communicate.

When setting objectives, we follow the textbook path of Key Result Area (KRA) made measurable through Key Performance Indicators (KPIs). In the past these were heavily influenced by that the individual being measured does but in this consumer driven world, emphasis should be placed on how these measures impact the end user who directly consume the product and/or service. This helps ensure that all effort is always exerted towards the desired audience. But more important than this alignment is that the individual believes in the goal and sees personal fulfillment in accomplishing the objective/s which may lead towards more effort from the individual.

First thing is being clear what I want to attain. Performance in what? Improve collaboration in the team, work faster and better with share holders, attain carrere targets, or... The criteria has to be measurable. The way to judge it (how it shall be measured, method to measure and rating) , must fit to the planned target. There should be less than 5 criteria (KPI).

First you should set your own goals and what will you want to achieve in a specific time frame and don't neglect the opinion's of others At the end analyze the result and request feedback from others and take corrective action after you know your bottlenecks and put improvement plan .

To make an honest performance evaluation, a key element is being comfortable with the assessment you have done. How you may ask? LOOK IN THE MIRROR AND ANALYZE. Do you honestly believe the assessment you just made? Can you be proud of the outcome? Were you able to meet what you set out to achieve? Were you able to successfully communicate progress with your internal stakeholders? DID YOU LEARN AND GROW IN THE PROCESS? The more you think and answer these questions, the clearer it will be for you to go up or down the performance scale. Always remember, making it a habit to hold YOURSELF ACCOUNTABLE to standards that you are comfortable with which ideally should be greater than what is expected from you will almost always lead to success.

Understand the goals, analyze why you may not have achieved the goals, analyze the goals, 1) Were they attainable? 2) Were they quantitative, or perceived, or both? 3) Do you have the data to convince your manager or management that these goals within you given industry are attainable or just and eminence front, or a put on, to prevent you from achieving the maximum performance goals.

Honesty it is said is the best policy. Honesty in this case is a two-way traffic. An honest feedback loop is as good as an honest self-assessment. Thus being honest here is akin to realistic goal setting with an objective results to enhance productivity or effectiveness.

You may measure your performance be asking for feedback. Make sure, that the group you question has a fitting distribution ( not only friends, especially ask for feedback from people who are very direct). To deal with negative feedback, it is important to understand, that the feedback is for your role and for you as person (separate business and private). This is necessary to assure that you stay objective and define the required corrective actions without bad moud.

Brutal honesty and integrity - something that is easy to talk about, hard to practice. Because we tend to rationalize everything - particularly the distasteful when it applies to us. To grow - one needs to stay teachable and adaptable. For that one has to learn from the past and put it in context - and prepare for the future. That can happen only if one stays humble enough to learn as indicated above, and also admit "I don't know" - these words open the doors to the possibility of learning.

Our manager might be interested in the outcome mainly. For our development the process is much more important. This is the way to get bether. So both are very important. But it depends on the KPI. For project results, it might be easy to measure the outcome. For team development it might be a longer way to go and the process might be more relevant than short term (less than 1 or two or.. years) success. Team development takes time and the KPI might be: much better contribution, open feedback... Another question to me is: Is it possible to get dissapointing outcome with a good process? Isn′t the cause, in such a case, that the process did not fit or the targets where said bad, or that something happened in the environment (crises, ....)?

A 'quick fix" some leaders are fixated on is replicating the actions taken on a previously successful project with the hope that this will deliver the same successful results. What is frustrating at times is even if you follow the exact same process, the outcome may sometimes be different. Why you may ask? It's because above the process involved in delivering the desired outcome, focus should also be done on understanding the critical factors that may influence the outcome. This extra step of determining the critical factors and taking them as inputs in your process will greatly increase your chance to reach the desired outcome.

Outcomes are always the results of the process. So, figuring out what outcome you're looking to achieve is a good starting point. However, of way more importance is the process followed. A well planned process that's followed and with enough room for some flexibility will lead you to the desired outcome. Going back to the desired outcome then, the question is one of positive impact achieved. This will mean you must understand organisational direction and if you're seeking to boost this or make a change in direction. Communication is key, get to know how you, your team and section contribute. This will inform on what kind of outcome to aim for. PhilipD

Evaluation should be consistent and periodically in a disciplined manner rather than once in a while or once in a year. The advantage is then can be focused on process and outcome and can be easily rectified where ever it is required.

Never be shy in highlighting achievements and contribution along with the driving factors for the same. When it is related to team, must always highlight and consider all team members. Evaluation must contain both achievements as well as shortfalls. Achievements help us to analyse strength while shortfalls help us to improve weakness

There is an old that says: "That which does not get measured, does not get done." Now this might be a bit of an exaggeration, but measuring performance helps individual employees to perform their job duties more effectively and efficiently.

Muitas das vezes deixamos de valorizar nossas conquistas. Temos receio até de falar sobre elas, com receio de parecer metido. Na minha opini?o, deve ser justamente o contrário. Se você fez por merecer a conquista, tem que se sentir feliz e compartilhar.

If there is one thing consumerism has taught us, its that beyond the capabilities and advantage of a product - its marketability that is almost always the trump card. This does not just apply to products and services, but more importantly, it applies to YOU. What this means is sufficient emphasis must be made to build your brand, hone your skills and ensure your differentiator/s from others will help define your professional image. Afterwards, always ensure that you continually build on your professional image through your achievements and contributions which should be effectively communicated to your internal and external stakeholders.

Do good things and talk about them. Sharing Examples always helps, with an exception: If the culture in the organisation is not open and there is no good failure culture, it must be dosed very carefully. If you have a good failure culture, it is one of the best things you can do.

A key Best Practice in optimizing your capabilities and maximizing your output is creating a Development Plan based on your PERSONAL STRENGTHS. The common practice today is to create development plans ONLY CONSIDERING what the requirements for the task/s at hand are. This may lead towards successful execution but this does not contribute to your overall development and growth as a professional. Identify your key capabilities that will make you stand out, identify a career path where your strengths will be an advantage and always ensure that you aim for personal and professional growth that you will be willing to commit to. This way you can chart your own development course and be acknowledged as a self-driven professional.

La supervision professionnelle est également un excellent moyen pour revenir sur ses performances de métier. Ce qui a aussi le gros avantage de faire évoluer la sphère professionnelle.

There is always room for improvement not least because it is a VUCA - Volatility, Uncertainty, Complexity and Ambiguity - World. Every decision that you make is a choice in a particular set of circumstances at a particular moment in time. Therefore you need to reflect upon what has happened, learn from the outcomes and then take your next action.

One thing I would like to add , getting feedback is developing your listening skill , getting affirmative or constructive knowledge from others which eventually helps you to grow forward as well helps to mark your footprints in future is evolving thing in working environment.

1. Get feedback, constantly, and for goodness sake... listen to it. If you are a business owner here are 5 questions (of 19) that you should try to get from every client: 1. What problem were you having before finding me (us) 2. What did the frustration feel like as you tried to solve that problem 3. What was different about our service/product (or you) 4. Take us to the moment that you realized that our product/service was working for you 5. Tell us what your life looks like now that your problem is solved Bonus: these 5 questions lead people into writing really amazing reviews as well 2. Obsessively track data and simply follow the data

Personally hands down seeking feedback from others is the most important part of assessing your performance. Other people show you how the world sees you not how you see yourself in the world. It gives you a different outlook on how you perceive yourself in situations and will give you the confidence when adjusting and improving yourself.

N?o tenha medo de pedir avalia??o do seu trabalho. Muitas das vezes a vis?o do outro vai lhe mostrar onde pode melhorar e vai lhe fazer evoluir.

1. Set Clear Goals and Objectives: Begin by establishing clear, measurable goals and objectives for yourself. These should align with your role, responsibilities, and the overall objectives of your organization. 2. Regular Self-Assessment: Engage in regular self-assessment throughout the year, rather than just during formal evaluations. This allows you to track your progress and make adjustments as needed. 3. Seek Feedback: Actively seek feedback from colleagues, supervisors, and peers. Constructive criticism provides valuable insights into areas where you can improve and helps you gain a well-rounded perspective on your performance.

Besides all above being Positive in any situation and optimistic attitude is most important . Learning more than delivering, talking less and listening more. Handling ego and toxic people with quick adaptions of the situation as well as staying confident, Courage with Clarity are important.