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What do you do if your performance evaluation doesn't showcase your leadership and problem-solving skills?

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When your performance evaluation falls short of highlighting your leadership and problem-solving skills, it can be frustrating. These skills are crucial for career advancement, especially in the field of Information Systems (IS), where leading teams and solving complex technical problems are part of the day-to-day. Understanding how to navigate this situation can help you ensure your abilities are recognized and valued, setting the stage for future opportunities.

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Efrain Elias Ramos

Regional Director Of Operations at AllianceIT Inc
Nefertari Carranza

Construction Technologist
Jhay Chandrasekaran

Manager, Service and Support Operations – CALA, EMEA & APAC at Sun Nuclear, A Mirion Medical Company

1 Reflect First

Before reacting to your performance evaluation, take a moment to reflect. Consider whether your leadership and problem-solving skills were truly given a chance to shine. Sometimes, the nature of your projects or team dynamics might not have provided ample opportunity to demonstrate these abilities. If this is the case, plan to seek out or create scenarios where these skills can be more visible. Reflecting also means assessing your own perceptions; ensure that your self-assessment aligns with how others perceive your contributions.

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Efrain Elias Ramos

Regional Director Of Operations at AllianceIT Inc
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We are usually measured by key indicators that are not position-specific and that were CTRL+C from a template. While we hope HR would step up and make them more specific per role, I suggest to make a comprehensive evaluation of my position and my purpose on that role. Focusing on the main objectives and how to accomplish them will allow me to better organize my efforts throughout the day. I can also invite my manager to discuss this topic as I take suggestions and well as I show initiative with my ideas, which is a sign of leadership (*wink*). Once the evaluation comes, even if my key indicators might not show the reality of my work but I will be able to explain how I am spending my time and how I am hitting my targets.

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Nefertari Carranza

Construction Technologist
(已编辑)
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Self-advocacy is the best advocacy in challenging moments like these. It's sometimes a hard lesson to learn in one's career yet in situations where a performance review does not align with the strengths you know to have, it displays a great opportunity in front of us to stretch out those muscle and practice self-advocacy. Here are some professional and respectful ways to disagree with a performance review: - Voice your truth in what the performance review failed to capture - Set up a meeting with your supervisor to discuss the performance review and get curious about their approach - Ask questions on what metrics have been used and how do they quantify "people" skills - Bring examples to the table and discuss them confidently

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Jhay Chandrasekaran

Manager, Service and Support Operations – CALA, EMEA & APAC at Sun Nuclear, A Mirion Medical Company
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- Wherever possible, always ask for a feedback from your immediate manager. - Analyze how you and your team are performing. - Educate yourself and the team - set right expectations - measure and repeat!

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2 Gather Evidence

Compile a list of instances where you demonstrated leadership and problem-solving skills. This might include successful project outcomes, times when you went above and beyond to resolve an issue, or moments when you effectively guided your team through a challenge. Having concrete examples at hand can strengthen your case when you address the evaluation with your supervisor. In the IS field, this could involve specific systems you improved or innovative solutions you developed to technical problems.

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3 Schedule Discussion

Once you have reflected and gathered evidence, request a meeting with your evaluator. Approach the conversation with a collaborative mindset, aiming to understand the reasons behind the evaluation results. During the discussion, present your evidence in a clear and concise manner. Explain how your actions benefited the team or project, and be open to feedback on how you might better showcase these skills in the future.

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Shirelle Hendricks

Operations Team Leader | Merchant Services| PBB
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It's always good to firstly under what criteria you were measured on,is it in alignment with the required rating criteria and also to request evidence from the other party show casing what merits that particular performance outcome,a mature and fair discussion should take place in the discussion ,ensuring that the fundamentals is ever present such as respect,honesty,etc.Presenting your evidence to support your disagreement on that particular performance outcome should assist in stating your reasons why you think it should be reviewed.It should be a dialogue and not one sided.

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4 Set Goals

After discussing your performance evaluation, work with your evaluator to set specific goals that focus on demonstrating leadership and problem-solving. These goals should be measurable and relevant to your role in Information Systems. For example, you might aim to lead a significant project or improve certain system processes. Setting these goals not only provides clarity but also gives you a roadmap to ensure your skills are recognized in the next evaluation cycle.

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Julie Anne Zwicker

Project Manager
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Setting specific, relevant and measureable goals is a skill building exercise in itself, and shouldn't be underestimated. If you haven't already, I recommend taking time to research and learn how to set good goals. In my experience, following best practices such as S.M.A.R.T. goals (specific, measurable, achievable, relevant, and time oriented) is a critical foundation for demonstrating leadership skills and accomplishments. In addition to specific, relevant and measureable, I recommend realistic goals that you can achieve in the next performance review period that align to your company's upcoming plans and strategy, which ensures the goals are not deprioritized. Include a timeframe for goal completion to hold yourself accountable.

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5 Seek Feedback

Continuous feedback is essential for improvement. After setting goals, regularly check in with peers and supervisors to gauge how you're performing against your objectives. In Information Systems, peer feedback can be particularly valuable due to the collaborative nature of the work. This ongoing dialogue will help you adjust your approach as needed and reinforce your leadership and problem-solving capabilities within the team.

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6 Develop Skills

Finally, actively seek opportunities for professional development. Whether through formal training, mentorship, or hands-on experience, enhancing your leadership and problem-solving skills will benefit your career in Information Systems. By committing to growth, you not only prepare yourself for future evaluations but also become a more valuable asset to your organization.

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Mohammed Aman Mohiuddin

DevOps & SRE | Cloud Infrastructure Expert | Driving Automation & Scalability with AWS, Kubernetes, and Docker
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Actively pursue professional development opportunities to enhance leadership and problem-solving skills in Information Systems. This commitment to growth strengthens your value to the organization and prepares you for future career advancements.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What do you do if your performance evaluation doesn't showcase your leadership and problem-solving skills?

1

2

3

4

5

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7

1 Reflect First

2 Gather Evidence

3 Schedule Discussion

4 Set Goals

5 Seek Feedback

6 Develop Skills

7 Here’s what else to consider

Information Systems

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What do you do if your performance evaluation doesn't showcase your leadership and problem-solving skills?

1

2

3

4

5

6

7

1 Reflect First

2 Gather Evidence

3 Schedule Discussion

4 Set Goals

5 Seek Feedback

6 Develop Skills

7 Here’s what else to consider

Information Systems

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