Year-end performace reviews are often "dreaded". Wrong attitude, they are critical to set the table for success in 2011.
Tis the season for year-end performance reviews. I often hear senior level professionals complaining about doing them for all of their employees and I often hear people from every rung of the corporate ladder complaining about going through them. This is the WRONG attitude. In terms of your employees, these reviews are critical to set the stage to maximize the productivity of your employees in 2011. In terms of your own review, this is your opportunity to convey the value that you have brought to your company in 2010, not only in terms of what you have accomplished, but what your employees have done to add value to the company as well.
In terms of the employee review, I think asking your employees to develop and deliver a presentaton is a great tool to "set the stage" for a productive review. The components of the presentation:
1. Review your 2010 Goals (including the rationale behind them when they were set)
2. Goals you accomplished in 2010, Goals you did not accomplish in 2010 and why you did not achieve them.
3. Review of your 2011 Goals
4. What you need in terms of resources to meet and exceed your 2011 Goals
I know that this would be "in addition to" your company "mandated" employee review forms and I recognize that we could have a group "therapy session" about dealing with these "instruments", but it will be worth it.
In terms of your own review, prepare a presentation "on you" as descrobed above and share it with your boss and you may want to include a section on what you have done in 2010 to make you more productive (
Happy holidays and best of luck in your 2010 performance reviews to all!
