How To Get A Glowing Performance Review


How To Get A Glowing Performance Review


  1. What Is A Performance Review

  2. Why Are They Important 

  3. Pre and Post Pandemic Performance Appraisal 

  4. 4 Ways To Get An Outstanding Performance Evaluation

What Is A Performance Review

Performance reviews are a crucial tool for employers to measure if their employees are able to blend well in the company’s culture; deliver their tasks; accomplish goals and meet deadlines accordingly. For managers, it is important to not just examine the quantity but also the quality of work done. 

There are different ways of conducting a performance appraisal. Some managers and/ or supervisors go the old fashioned way and prefer a pen and paper to physically check boxes as they go. On the other hand, some managers opt for a simple conversation with their employee in person or online to discuss the same. Traditional or modern- whatever the method be, in essence, a performance review is an opportunity for employers to communicate their needs, rate of progress and productivity to an employee.

Not just that, but employees also use this as a chance to express their admirable performance record to their managers and to put in a good word for themselves as a starting point for a promotion or a salary increment. 

Performance reviews are often met with dread and associated with negative energy from employers and employees alike but they do not have to be so. In fact, experts recommend managers to input positive feedback in a way that blankets the negative feedback. This is to encourage employees to look forward and not backward. This also ensures that employees anticipate such reviews, are even excited to work on their improvement areas and not resent their employers for it.

Why Are They Important 

Performance appraisals are merely a fancy word used to segue into candid discussions between the employee and the employer in order to make room for constructive criticism, feedback and suggested improvements. 

As workers all over the world deal with uncertainty and anxieties of the pandemic, adapt to new working conditions such as remote work with increasingly blurred boundaries between work and home- it is said that employees could greatly benefit from substantial and a generous amount of coaching and feedback. If employees are left to fend for themselves without any concrete feedback, not only could that be bad for the company, but could further negatively impact worker’s mental health and productivity over the course of time.

Pre and Post Pandemic Performance Appraisal 

In accordance with the stated importance of performance reviews, let us take a look into what has changed in their execution before and after (and/or during) COVID-19. 

Before the pandemic, ambiguity in appraisals was acceptable to an extent. The goals and targets in the forms were not clearly defined, managers had a poor understanding of their employee’s progress and achievements. Most of all, the task in itself was stress and anxiety inducing for workers and managers alike. 

With COVID-19 changing our scope of work, relationships with office colleagues, working styles- switching to remote work, performance management and appraisals have also witnessed some considerable changes in them. 

Overall, performance appraisals have become more employee centered, empathetic, less time consuming and simpler. Managers are now viewing it as an opportunity to reassure their employees and boost morale. They are also giving more attention to individual and collective efforts, instead of focusing solely on results. 

In addition to semi-annual and yearly appraisals, more informal and regular check-ins have also become more frequent. Oftentimes, waiting for an entire year to receive comments and feedback on your performance was stressful, but in the moment coaching and feedback has proven to be more helpful and effective. Some managers are also starting to trust their employees to take accountability for their work, results, motivation and ultimately their performance. Managers have also taken to coming up with a well defined and structured criterion to avoid any bias permeated judgement of in person performance vs WFH employee’s performance. 

4 Ways To Get An Outstanding Performance Evaluation

Assess Your Priorities 

With every new term or a financial year, make a comprehensive list of all your priorities and goals. These goals need not be in depth, and detailed but will act as markers for you during the year. Before every quarter, review these goals and add details to them, and re-prioritize them according to what your manager wants you to focus on.

When it’s time for the performance review, you can easily whip up this list to see what you have accomplished, what you missed out on and what you need to work on in the next 3-4 months. Not only will this assist your manager in crafting a performance plan and review tailored to your tasks, but you will also be seen as organized and responsible. Furthermore, use this list to explain how your priorities shifted or changed over the year or quarter, and how you plan to tackle the next task or issue on hand. 

Organize Your Achievements 

This means to collect all the praise and positive feedback you have received on your projects, and tasks by shareholders such as your clients and customers, or even team members who worked with you. File such positive feedback, and other important numbers that show how well you accomplished something into a document. It will be helpful to mark and highlight some parts in the document and give it to your manager a week or two in advance so they have plenty of time to go over it and to work on your performance review. 

The reason we suggest a document is because it can be quite messy to keep a track of all your work and achievements throughout the year or even a quarter, and having a file with all your records will be of tremendous help to both you and your manager. 

Adjust Your Priorities 

It is alright if you have not accomplished all the goals you wrote on the list when you first started on the year or for a quarter. Even more so, if you keep working on the list you made, and not on the projects your manager deemed high priority or urgent- there is a chance that might lead to a negative performance review. Which is why it is important to assess and move your priorities as your manager asks you to work on different projects and how fast they want you to finish working on a project. If you do so, you can show your manager that you are working on the projects they assigned, while also maintaining extra goals and working on side projects- which goes on to show your exemplary work and multitasking skills! 

Focus on Listening 

All the above points emphasize on strategizing your way into a positive performance appraisal by presenting your accomplishments and talking about them to your manager. As important as that is, it is also absolutely crucial to listen to what your manager has to say and what advice they have for you. 

Organizing your progress and tasks is definitely helpful, but do not forget that your manager has also been keeping an eye on your growth and advancement, and they will have something to say on that. It could be important tips on how to move forward on a difficult project or just a fresh opportunity for you to consider.

Present your personal output and keep in line the leadership’s expectations and task priorities at the same time.