It's Not the Most Wonderful Time of the Year (For Some)

Many emotions come up while preparing for and having your performance appraisal meeting. And for those in leadership roles where you are charged with facilitating these meetings, it can be particularly stressful.

Your performance review meeting is just that – your performance review. You must find ways to take command of that meeting and get the information you need to help move your career forward.

In Indeed’s article, What to Say in a Performance Review, Jennifer Herrity shares 15 examples of what an employee can say during these meetings. Jennifer shares excellent examples in this article to help you navigate these conversations. ?

As a young employee, I was tagged as a “high performer with high potential.” While I was proud of that distinction, I was also frustrated when I would go for my performance appraisal meeting and be told, “Keep up the great work” or “Keep doing what you are doing.”

I left those meetings feeling as if I was cheated out of a better conversation. It wasn’t until I got older that I realized I needed to take greater command of those meetings. If I wanted information about my job performance and career path, I needed to be prepared to ask better questions if my manager didn’t give me what I needed.

When I became a manager, leading a team for the first time, I decided to treat their performance appraisal meetings with greater importance. I wanted these meetings to be conversations about how well they achieved their goals and what progress they made toward various professional competencies and skills. I wanted them to look forward to these meetings rather than think of them as an opportunity to “check the box” and get on with their day. After all, decisions were made from these meetings. Some decisions resulted in them staying and growing within the company, and others were about finding their next advancement opportunity.

If you are in a leadership role with direct reports, you have a responsibility to each team member to treat their performance conversations with greater importance. Remember, they are counting on you to ENGAGE with them on what’s working and what isn’t. They are hungry for time. They want to learn from you about what they need to do to get to the next level or manage their work better. Whatever they need, they are looking to YOU for your guidance, support, and expertise.

And you want the same things from your supervisor, too.

If you are getting ready for your performance appraisal meeting, there are two things I want you to do:

1.????Click here to register for my FREE and LIVE Webinar on Tuesday, January 17, 2023, at 12:00 pm EST, “Preparing for Your Performance Appraisal Meeting – What to Do Before, During, and After to Ensuring Success.” You’ll learn how to prepare strategically so you have an engaging and dynamic conversation about your future, how to take command of your performance appraisal meeting and build a partnership with your manager/leader, and how to address any resentment or concerns after your performance appraisal meeting that allows you to elevate and accelerate your career.

2.????Listen to this week’s episode of The Mid-Career GPS Podcast, where I talk about dealing with resentment and your performance appraisal. Resentment will fuel many actions as a result of this powerful emotion. Download | Apple Podcasts

Have you ever been resentful after your performance appraisal meeting? If you feel comfortable commenting below, please do so, or you can message me directly. I look forward to hearing your comments.