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Why Things Go Wrong With Performance Appraisals
- They are treated as an annual “event” rather than part of the ongoing feedback process.
- People don’t prepare or dedicate the time necessary.
- The giver and receiver of the feedback are from different planets
How Discrepancies Occur
- You don’t fully understand the expectations
- You measure performance by different “yardsticks”
- You are delusional
How to Address Discrepancies
- Know how performance is evaluated:
- Goals & Objectives
- 360
- Behavioural Observation
- Unstructured format
- Ask to see the forms/format prior to review
- Articulate expectations in writing
What If You Don’t Agree?
- Raise objections professionally and stay calm
- Ask for specific examples that led to a particular rating/comment
- Escalate the matter if you have to, but be careful
Manage Perceptions All Year Long
- Agree in advance on performance goals and metrics
- Proactively upward manage your boss
- Keep your own performance feedback file
- Ask for feedback regularly and act on it
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