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Many large organizations have a performance review process in place that is very formal and adheres to a strict schedule, according to YourOfficeCoach.com. If you work for a place like that, it is better that you properly prepare for your performance review rather than ask for one. However, if you work for a smaller or less formal organization, you can often initiate when to have your review by your manager.
Demonstrate in the first three months, if you have just been hired, that you are showing initiative and “ramping up as expected,” according to Sherri Thomas, president of Career Coaching 360 in a Hoovers.com article. Ask if you can have a mentor or if there is anything you can read about the company or industry to get you up to speed.
Conduct a self-assessment on your performance at the company if you have been there awhile. This assessment should begin weeks before you intend to ask for your performance review, according to Alexandra Levit, author of "They Don’t Teach Corporate in College" in the Hoovers.com article. Think about what you have done that was impressive regarding your job and practice saying these accomplishments out loud.
Ask your manager for a performance review after 90 days, if you are a new employee. For employees who have already been working for the company, performance reviews are usually done yearly. In either case, tell your manager that you have been working hard. List one thing you did, as an example. Then, ask if you can have a performance review to make sure you are on the right track.
Check in with your manager a week before your review. Remind him about the review and make sure it is booked.
Prepare what you will say during the review. Say everything in a results-oriented way. Instead of listing what you do; tell the outcome of what you did using numbers if possible. For example, if you were responsible for a marketing campaign to get people to take out a home equity loan, instead of just saying that you got the campaign going, tell what the results have been so far, based on your efforts.
Make a list of what you want to talk about at the performance review beforehand. Ask your manager what her goals are. Also, ask about your promotion opportunities.
You need to have a clear understanding of where your job responsibilities are heading after the performance review and have clear goals to accomplish before the next review.
Do not turn this valuable time into a chitchat session. You must stay on track by letting your manager know what you have accomplished and what is expected of you in the future.
- You need to have a clear understanding of where your job responsibilities are heading after the performance review and have clear goals to accomplish before the next review.
- Do not turn this valuable time into a chitchat session. You must stay on track by letting your manager know what you have accomplished and what is expected of you in the future.
Laura Agadoni has been writing professionally since 1983. Her feature stories on area businesses, human interest and health and fitness appear in her local newspaper. She has also written and edited for a grassroots outreach effort and has been published in "Clean Eating" magazine and in "Dimensions" magazine, a CUNA Mutual publication. Agadoni has a Bachelor of Arts in communications from California State University-Fullerton.