TIPS FOR GEARING UP FOR AN APPRAISAL
1. What is the logic behind an appraisal?
· Most employees make the mistake of looking at appraisals as a year-end formality.
· Remember, however, that there is no substitute for hard, intelligent work on a consistent basis.
· Also remember that the appraisal season starts much before you are given the appraisal form.
· The annual performance review is essential to present an undistorted image of your work, productivity, achievements, mistakes and vision for your goals.
· It is also a good occasion to have a candid conversation with your boss for figuring out
o If you have achieved the set goals
o Whether the company believes that you are handling your duties effectively
o The key skills you need to hone for improving your performance.
· However, reviewing your own performance can be tricky for deciding
o How to praise your efforts without sounding pompous
o How to underplay a project that your colleagues had ruined
o How to project yourself as the most suitable person for the next promotion.
2. How do I rate myself objectively?
· A good way to maintain objectivity is to quantify the work you do and know where you figure in the rating scale against your peers.
· The quantification could be in terms of problem-solving, project completion, missed deadlines, etc.
· List out your output as well as that of your peers, the good as well as the bad, along with the feedback you have received from clients and seniors.
· Don’t shy away from giving yourself the highest rating, but provide substantial proof to back it up.
· However, keep it short and sweet, and don’t write long exaggerating sentences.
· Remember that you are appraised everyday by your boss.
· Therefore, use the appraisal form as a way of reminding him of what he may have missed out.
3. Should I acknowledge my mistakes?
· Don’t brush your mistakes below the carpet even if you are inclined to do so.
· Owning up to goof-ups proves you have a high IQ level to realize when you have erred.
· It also shows that you have learnt something about your mistakes at your workplace.
· A little honesty is always better than an inflated ego.
· The top management will appreciate your integrity when you admit to mistakes.
· You should also highlight how you will handle such issues if they arise in the future.
4. Do I own responsibility of a team member?
· There will always be colleagues who will exasperate, irritate and lower the performance bar.
· While you cannot decide your own team, you should ensure that their indolent attitude towards work doesn’t blemish your spotless record.
· Jot down all the achievements and failures of your team, but do not disparage the laggards.
· Also don’t get into the pointless discussion of why did X get a better rating than you.
· It’s the team leader’s job to sift through the chaff, while you should stick to highlighting your own achievements.
· If you are burdened with an inefficient colleague, instead of blaming him, mention it as an extra responsibility that you have taken up.
5. What if the boss’s view differs from yours?
· When the boss begins to question your self-appraisal, don’t squirm and never be argumentative.
· Listen patiently, as it is a feedback about your performance, and not you as a person.
· You need to carry on a dialogue, not hold a confession session.
· If you disagree with him on something, fortify your statements with solid facts.
· You can also discuss any uncomfortable issues not suitable to mention in the appraisal.
· Discuss with the boss that you are willing to expand your duties and list out the responsibilities you could take up for the next year.
· Take the initiative and chalk out an action plan.
· Getting too defensive on the past may spoil a possibly constructive discussion.
· Mention the skills you need to improve, as this proves that you can recognize a flaw and are passionate about the job to rectify it.
· Negotiate hard on the training you need, additional responsibilities, diverse experiences and the support you would require in the future, as these are the building blocks of your career.
· Remember that any extreme biases that may have crept in during the assessment and feedback would get ironed out as it will go through a couple of further higher-up reviews in the company.
6. Can I ask for a raise in my salary?
· You may ask for a raise, but you can’t demand it.
· Ask the old-timers about the routine in this regard.
· The direction of your interaction with the boss will be a good gauge to broaching the subject.
· If the conversation seems favourable, steer it towards the salary you would like or your next designation.
· Be realistic, as you would not like to be treated as a laughing matter by him.
· The first thing you can do is to check your worth in the industry, by checking on websites that give expected salary ranges based on your position, location and experience.
· The second thing to keep in mind is that if asked for your salary expectation, never give a figure first, as a higher expectation would seem as being greedy and over-ambitious, and a low figure will show you as desperate or not qualified.
· Also, decide on your own objectives – whether you want an accompanying promotion, a grade change or a transfer – along with your rise in salary.
· Never think of blackmailing the employer by threatening to leave unless you get a promotion or a salary jump, as it may backfire not only in your future career in the company or even in the industry, as word goes around.
· Don’t take the first offer that you get, as most employers expect the employee to try to negotiate.
· So ask for time and come back the next day or the next week with a higher, but realistic, figure which you think the boss will agree to.
· Once your salary increase is locked in, negotiate other facilities and benefits, such as sponsorship to management programmes, study loans, working from home, etc.
· If you still believe your package is too low, ask if it can be reviewd again in six months, by which time you can show them that you are worth the money expected by you.