Professionals: what’s the biggest mistake you can make during performance evaluations?

O maior erro que um profissional pode cometer durante as avalia??es de desempenho é n?o estar preparado, n?o fornecer feedback específico e construtivo, ou n?o ouvir atentamente as preocupa??es e perspectivas do colaborador. Infelizmente vejo muito isso acontecer no mercado de trabalho.

Performance evaluations are invaluable opportunities for receiving feedback, setting goals, and career development paths. By avoiding common pitfalls such as lack of preparation, defensiveness, or failure to seek clarification, individuals can maximize the value of these assessments and drive personal and organizational success. Embracing a proactive and open-minded approach to performance evaluations lays the foundation for continuous growth and excellence in the workplace.

The biggest mistakes you can make during a performance evaluation are not being able to explain in detail the things you have done to make the company or organization better since your last performance evaluation and not being able to place a value on these accomplishments to the merit the amount of a raise that you feel you should receive for doing so. If you go into a performance evaluation with no accomplishment over the past year, then how has your performance improved the company or yourself in any way? If you cannot tell people what you have done for them how can they evaluate you for a raise? Bring something to the table and be able to discuss it and how it improved the organization.

O maior erro que um profissional pode cometer durante as avalia??es de desempenho é n?o estar preparado e n?o ter uma abordagem construtiva. é essencial dedicar tempo para entender os critérios de avalia??o, coletar feedbacks relevantes e refletir sobre o próprio desempenho. Além disso, é importante manter uma postura receptiva ao feedback, reconhecendo pontos fortes e áreas de melhoria, e comprometer-se com um plano de desenvolvimento pessoal. Evitar essa prepara??o pode resultar em uma avalia??o superficial, falta de crescimento profissional e impactos negativos na rela??o com o gestor e a equipe.

falta de prepara??o da lideran?a é algo que visualizo muito ainda nas empresas. Sempre falo: trabalhar em cima de achismos ou usar algo pessoal é o caminho errado para se conseguir o desenvolvimento de um colaborador. Sugiro trazer pontos que s?o positivos e logo após, trazer os pontos de melhorias daquele colaborador para que o mesmo venha se desenvolver de acordo com o que a empresa espera dele(a)

Here are some tips to help you plan: - Conduct a self-assessment of your performance prior to the evaluation, identifying areas of strength and areas for improvement based on objective criteria and feedback from stakeholders. - Review the organisation's performance management guidelines and evaluation criteria to ensure alignment with your own performance objectives and expectations. - Collect evidence and examples of your achievements and challenges to support your self-assessment and contribute to a more productive discussion during the evaluation. - Anticipate potential questions or topics that may arise during the evaluation and prepare thoughtful responses in advance to demonstrate your readiness and commitment to the process.

Preparation is one of the most important things you can do in order for your performance evaluation to go well. Before going into the meeting, have a clear of all your achievements and accomplishments for the last period, projects that are still ongoing and also the ones in the pipeline. But most importantly, have a clear idea and communicate effectively what impact they had on the business. This is going to help you stand out and show that you see the bigger picture and are aware of the impact on the business.

- Solicit feedback from colleagues, mentors, or supervisors throughout the evaluation period to gain insights into your strengths, weaknesses, and blind spots. - Take time for self-reflection to identify patterns or recurring issues in your performance and behaviour, acknowledging areas where you may need to improve or develop further. - Consider seeking professional development opportunities, such as coaching or training programs, to enhance your self-awareness and emotional intelligence.

- Take ownership of your actions and decisions during the evaluation, accepting responsibility for both successes and challenges without deflecting blame onto external factors. - Acknowledge any mistakes or shortcomings openly and transparently, demonstrating a willingness to learn from them and take corrective action as needed. - Focus on problem-solving and solutions-oriented approaches rather than dwelling on past mistakes or making excuses for underperformance. - Seek support from mentors, coaches, or colleagues to help hold you accountable for implementing changes and following through on commitments made during the evaluation.

Ignoring feedback: - Actively listen to the feedback provided during the evaluation, even if it is difficult to hear or conflicts with your own perceptions. - Take time to digest and reflect on the feedback, considering how it aligns with your goals and aspirations, and identifying specific actions you can take to address any areas for improvement. - Seek clarification or additional feedback if needed to ensure you have a clear understanding of the expectations and opportunities for growth outlined during the evaluation.

Performance conversations should ?? not ?? happen ?? once ?? a ?? year. As a professional, you need to be continuously loud about your goals and bringing them up on multiple occasions to your leaders, mentors, sponsors, and anyone around you who can help you get where you want to go.