Post # 1
I have my first ‘big girl job’ and never had to undergo performance reviews, my first one is coming up next week and I am EXTREMELEY nervous.
What bothers me the most is that working as a temp(headcount not in my favour) we don’t have the same treatment/procedures as the permanent employees. They have objective each year and will be reviewed on them. I’ve been with this company for just over a year now and decided to discuss with my manager that I personnally prefer having objectives and whether we could have ‘informal objectives’ set for me (it just makes sense). She then informed that I would have a feedback session(performance review) with her where after we then can discuss her objectives and mine.
I, unfortunatly, always expect the absolute worst. I’m expecting her to tell me that I’m sh%!t and that she is unhappy with my performance, I’ll then be fired and probably be in a car crash on my way home and die (worst case scenario ).
My question now is how did you deal with your first performance review and secondly where is the line with defending yourself and explaining what happened, or is there no line and they are in actual fact the same thing? Should I rather just nod and refrain from explaining why such and such wasn’t done?
I hate to dissapoint people (probably stems from daddy/mommy issues) and I know she will be frustrated with certain things, this keeps me up at night and when I do sleep I just dream about everything that can go wrong. Will I ever get used to this? Cannot wait for it to be done.
Post # 2
In my experience I have always had an idea what my performance review would say. If you are blindsided by the results, then your manager is not doing a good job of giving you continuous feedback throughout the year. Has your manager given you any warnings or signs that you should be worried? If not, then I wouldn’t worry about it. As far as “defending” yourself, I have never personally had to go that route, but maybe someone from HR has good advice. Good luck!
Post # 3
- Wedding: September 2014 - Turf Valley
You’ll usually have an inkling if your performance has been poor and your manager’s unhappy about it. Chances are, if there hasn’t been any negative feedback, you’ll be just fine.
Post # 4
- Wedding: November 2009 - New York, NY
A performance review will normally touch your job knowledge, quality of work, productivity, reliability, level of independence, adherence to policies and communication abilities. It is better to have clear objectives set, but not all employers discuss them beforehand; you normally go by what your job description states plus tasks assigned to you.
I go to my reviews with a positive attitude and receptive mindset, and with the certainty that I performed to the best of my ability and went beyond what was expected, because that is how I perform. A performance review is not the moment to defend yourself or to explain why your work was not done on time; that explanation should have happened even before the task was due. The expectations you have tell me you know your performance was not great, which at this point can’t be changed. I would advise you to go to your review with a positive attitude and receptive to constructive feedback. Don’t act defensive, if there are issues that prevent you from delivering, you can bring them in the spirit of improving your performance. If your performance was below expectations, your supervisor may define an action plan with specific performance objectives.
I am a supervisor myself and can tell you the thing that most affect employees is not coming forward on time when deadlines won’t be met, being unreliable (with performance and attendance/punctuality) and having a negative attitude.
Be positive and trust your abilities. Learn from your mistakes and move forward; aim to be a better professional every day. That never fails.
Post # 5
- Wedding: November 2013 - St. Augustine Beach, FL
Margualette: Be engaged in the meeting because it shows you care. Don’t get defensive or loud or roll your eyes. Take any criticism and make sure to ask for feedback on how to improve in that area. Finally, after the meeting implement the reviewer’s recommendations to show that you learned from the review meeting. The point of a review is to show you how you are performing so they can either say “keep up the good work” or “work a little harder/better in this area”. Yes, they can be the basis for termination but for the most part, employers truly want their employees to be successful and regular reviews are ways of helping out employees that may be struggling before they are so far gone that the only option is termination.
Post # 6
I always think the worst and hate to disappoint people too lol so got super nervous for mine even though I knew I was doing well.
Bottom line, if you’ve been doing stuff wrong they’d tell you as you were doing it. They won’t let you work badly for a year and then surprise you with these issues 🙂 you’ll be fine!
Post # 7
Usually, a performance review is 90% good things, maybe 10% improvement. This is probably true for even the worst employee, because managers don’t love yelling at people.
I would go in there with a list of your accomplishments, and when your manager says “You’ve been doing really well in this area”, you can agree and say “Yes, I’ve been very proud that I’ve achieved x y z”. Even though she’s probably filled out your form, this is a good chance to toot your own horn.
When she gives you suggestions for improvement, don’t dismiss it. You can say “It was difficult because of x y z, but that’s a valid point and I’ll definitely by working on it in the future”.
Post # 8
Thanks all, I feel much more confident now. I’ll definitly be prepping for the meeting to help me stay calm and engaged.
Post # 9
Also, this is hard for me personally (maybe you don’t have a problem with it) but I tend to take any sort of ‘improvement areas’ really personally, so I always remind myself going in that absolutely everyone on the planet has areas they need to improve on and nobody’s perfect and I find that helps me with that. But really, if you have any sort of decent management there’s no way they’re going to blind side you and ream you out for something they’ve never even mentioned before!
Post # 10
Margualette: You have already taken a pro-active approach by asking for a discussion of objectives with your manager.
Employees should never be blindsided by a negative performance review. If your manager has serious concerns,she should have already discussed these with you. You can therefore rest assured that your performance review should be pretty standard and non-confrontational.
Draft your own list of accomplishments and goals for the next year, listen to her feedback and amend your objectives if you agree.
Post # 11
I would assume that you would know beforehand if you are going to have a poor review to the point of being fired. Your manager would most likely reprimand bad behavior as it is happening rather than once per year.
I’ve never had a “grown up” job, but I’ve been reviewed while working in grocery stores and stuff. I remember only being blindsided once by something completely stupid (the manager said I do well being friendly with customers, but her friend came through my line and I happened to forget to say hello to her LOL). I doubt she would blindside you with anything major