Last week, I wrote about giving feedback during performance reviews. This week, I offer tips on handling the feedback you receive in the most productive and graceful manner.
With 2017 wrapping up shortly, we will all sit down with our managers to discuss our performance and goals for the upcoming year. Since it’s November, we already know what level of success we are likely to achieve by 31 December. Some of us approach that conversation by looking forward to the praise and adulation. The rest of us have the experience to know the conversation is likely to be a mixture of good, bad, and maybe even ugly. Nevertheless, we can all approach that conversation with the hope that we’ll learn something that will set us up for even greater success in 2018.
Here are some thoughts on how to participate in your annual performance review to reap the greatest benefit for yourself and your organization.
First, your company, firm or organization wants you to succeed. There is absolutely no benefit to your employer if you fail to achieve your goals. If you get a review that you haven’t done well, your manager is about to hear in her review that she didn’t do well this year because she didn’t get you to where you needed to be. Your manager is rooting for you to hit the high marks.
Second, everyone has room for improvement. If there’s only praise in your review, you accomplished your goals in this job and it’s time to move on. If you have completely mastered the job you’re in, the review should be about how to position you for the next step in your career.
Third, many managers consider some of the people they manage to be their friends and want to maintain those relationships....
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