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Delivering You, Inc. ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
The name of the performance evaluation game in today's business world is expectations. Company stock prices are based on the financial results that companies deliver versus the expectations of the investment community. Customers repeat purchases of products if the products meet their expectations in terms of performance, quality and value. And, corporate employee performance evaluation programs are based on individual performance versus expectations.
Your performance rating, the measure of how well you deliver, determines whether your customer (employer) continues to purchase your product (maintain your employment) or upgrades their purchases to your higher priced products (in other words, promote you and raise your pay). Managing your performance is critical especially during difficult times when companies are faced with the need to reduce staff and when opportunities for promotions become fewer. Following are tips that can help you manage your delivery, your performance.
- Ensure that your supervisor and you have a common understanding of performance expectations. You both should have the same answers to the following questions:
- What will you specifically deliver?
- What will be the criteria for determining how well you delivered?
- What support, resources and funding will be available to achieve the performance objectives?
- When will the objectives be completed?
- How will your supervisor and you know that the objectives have been completed?
Set expectations that you can meet. Remember the axiom, under promise/over deliver. Avoid Aquarius expectations. (Aquarius is the 1960s popular song that describes the dawning of a magnificent age when the moon is in the 7th house and Jupiter aligns with Mars.) Heroes may die earning medals. Those who deliver get raises and continue to live.
Write the appraisal that you would like to receive at the end of the appraisal period and keep it visible to keep you focused on the results that you want to achieve.
Establish performance milestones that you should reach during the appraisal period to ensure that you stay on your performance path and on schedule. Milestones also alert you to the need to make adjustments or renegotiate the terms of your performance evaluation.
Develop your personal performance monitoring system (PMS) to gauge your progress. Some companies or supervisors conduct interim performance reviews (e.g. quarterly, mid-year). Your PMS could include quarterly performance reviews conducted with a peer, mentor or coach. These reviews may alert you to blind spots, things that may impact your performance but you may be overlooking. One of the keys to professional success is to never surprise your boss.
Compared to what.... We evaluate according to some standard (e.g. expectations). What can mean different things to different people. Make sure that your evaluator and you are using the same what.
Make sure that the what is within your reach and that you reach it.
Linwood Bailey
Principal
Fields of Success
Career Management Partners |
About Fields of Success
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Fields of Success provides information, perspective and structure to assist individuals and organizations with the accomplishment of their goals and objectives.
Fields of Success provides value to its customers through the delivery of business and coaching products and services. The company focuses on satisfying the needs of entry to middle management level corporate professionals.
Fields of Success offers the been there factor. Fields of Success has experienced and migrated through many of the challenges that corporate professionals encounter. Click here to visit Fields of Success website
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| About From the Field
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ Fields of Success issues From the Field semi-monthly. From the Field provides suggestions, ideas and tips focused on helping corporate professionals increase their effectiveness and manage their careers.
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