Post # 1
We haven’t had real performance reviews at work for a few years, this year they are asking us to fill out our own. Does anyone else have to do this? I have no idea if this will impact salary increases or not.
Should I just give myself 100% on everything or what? We have to rate ourselves on different skills and then add commentary.
Post # 3
It’s usually frowned upon to put 100% down for everything, at least in my experience. Ours don’t have percentages but meets/exceed/below and I usually do a healthy mix of about 50-50 meets/exceeds. In reality, there are very few employees that are SO amazing and SO dedicated that they really are 100% everything. I think most people are probably closer to 80-95%. If you really are that amazing, you would’ve been promoted like 5 times by now and your manager would’ve consistently given you bonuses at every opportunity, which I’m guessing isn’t the case.
I don’t know about your workplace, but my manager and his manager usually have their opinions formed and the reviews are just an HR formality. If you are awesome, they would’ve rewarded it by now and if you are terrible, they would’ve picked up on that by now too.
Post # 4
@lilbluebird: glad I’m not the only one, thanks for your perspective!!
My boss does tell me I am a good employee, and I do a good job, not perfect, not 100% but I usually downplay my accomplishments at work (a habit I really need to break).
However, there is no room for advancement at my job, and no other departments where I can transfer, and we haven’t had merit increases in years. There has been so much change in management that I don’t want to make myself look bad, but I am sure you are right, maxing otu my scores will probably look terrible too!
Post # 5
@kerensa: Yes, so in this case, I would be honest but make sure your accomplishments still shine. So if you think were a 100% team player, then put that down. But then be honest if, for example, you are not as great at time management. Make what you do sound good (like 60% increase in blah blah blah versus added six blah blah blah) but still be honest. Most good managers, IMO, already know what their employees are like and would see through the BS. I can see if the manager had a very spread-out team of 50 people but if we’re talking like a dozen, I think s/he would know since s/he sees you daily.
Post # 6
@kerensa: I hate these but yeah we do them every year. Typically no one wants to see you give yourself a 5/5 because you are telling your boss that you have absolutely no room for improvement and are perfect. You should be honest with what your strengths are, where you have room for improvement and where you HAVE improved. Examples are good. Also don’t give yourself low scores just so you don’t seem arrogant. grade yourself where you feel you really stand. Did you excel? Give yourself a 4-4.5 out of 5. could you improve but did well nonetheless? Give yourself A 3.5.
at my company our self Evals are really meant to gauge how aware we aware of ourselves. Management reviews your eval and completes it with their own evaluation of your performance, sometimes their scores are higher than what you gave yourself and sometimes less. If salary is based off your self eval it should be off the one that your manager signs off on. Frankly, if you have a good manager that you are on the same page with, be honest because they will change it to why they feel is the truth if you aren’t. if you have a manager that is off in never never land and will sign whatever you put in front of them, by all means write yourself a good review because if you write yourself low, no one will be there to tell you “actually you are better in this area than you give yourself credit for”.