The day of the annual performance review is the one you most look forward to during your work life. (Ha!)
Systems for evaluating performance have been developed by personnel specialists over the years in an attempt to improve productivity. Many of these systems remain in place without much focus on what's happening today. The intentions of the review are honorable, but the productivity results are dismal. Often, the review only causes dissatisfaction and unhappiness.
The apprehension many share about evaluations usually include thoughts like, 'How much of a raise am I (not) going to get,' or, 'How bad am I going to get reamed?' Instead, the focus should be on obtaining quality feedback to improve technical skills, team-member cooperation, or self-esteem.
It's no secret why IBM is known for its incredible service. All staff members establish quarterly, measurable goals with supervisors, then receive quality feedback each quarter relating to those goals through their work performance.
In Michael LeBoeuf's book, The Greatest Management Principle in the World, what gets measured and rewarded gets repeated. It is our responsibility to help management understand and agree what a good job looks like, attach measurable and observable behaviors to it, then earn the appropriate reward.
Incorporate reasonable accountability into your job performance, criteria, and review standards. While you work, improve customer services, increase sales, and account-develop activity. Try not to let clients cancel easily. Provide prompt turnaround for service requests. Follow up, especially with those not expecting to hear from you.
When you fulfill and exceed customers' expectations, clients will be happy with you (making your job more fun) and your manager will be most satisfied with your performance. Your review can then become what it was originally designed to be . . . a forum for exchanging quality feedback relating to the goals established previously, and for setting goals for the next three months.
Fact Summary
The evaluation should obtain quality feedback to improve skills, cooperation, and self-esteem. It is our responsibility to understand what a good job looks like, then earn the appropriate reward. Incorporate reasonable accountability into your standards.