So you have an appraisal interview coming up – are you nervous? Perhaps you’re worried that you might receive a poor evaluation, or perhaps you are expecting a particularly good review with potential for a bonus? Either way there is a certain aura around the appraisal process. It can be an emotionally charged series of events that may involve a lot of anxiety and a build-up of expectations. The tensions, both prior to and after the review interviews can be difficult to work through.
If the organisation has a great feedback culture then there should be no surprises. But we all know that it is rare these days to have managers who give feedback day to day so that the appraisal is a pleasant career and development discussion, and a summary review of feedback and development needs.
There are two main reason the appraisal process is such an emotionally charged event. The first is that work contributes a large portion of our self-image, and by extension, our self-worth. There is a lot of pride attached to the way we perceive ourselves as performers in the workplace and an appraisal is a time when those perceptions may get challenged. It is at this time of the year (perhaps twice a year in your organisation) that we can get a little bit edgy at the thought that someone wants to define us as worse at our job than we would want to believe. This anticipation, which sometimes turns to dread, makes us create a series of expectations about what will be said. This leaves us vulnerable to shock and surprise if the events pan out differently to how we expect.
The second reason that appraisals are emotionally charged is that they are often linked to pay. We tend to forget that work is linked to pay in this age of electronic payments, but when that payment (which some also consider a measure of personal worth) comes under scrutiny we can become very sensitive. There is also an emotional urgency for those who are under financial pressures who see this as an opportunity to increase pay.
There are some people who in fact expect it to go swimmingly. They expect all praise and value themselves and their work far more highly than their manager. This can result in an unpleasant surprise during the appraisal.
The most important thing you can do when preparing for an appraisal is to understand the criteria and system that you are being judged by. Many organisations break down your review by attributing a portion of your score to individual performance, and part of the score to organisational performance. In some cases this can lead to you having very little control over your evaluation score.
You have to expect criticism. A major purpose of the appraisal system is to highlight areas of potential improvement. If you go in expecting to be told that everything you are doing is perfect, then you will be disappointed. The best thing to do in this situation is to take the criticism as constructive, and focus on improving something that your boss clearly sees as important. Be grateful you are getting information that will help you improve.
If you are entering into an appraisal situation in the hope that your personal salary might improve when the overall performance of the company is trending down, then you may be in for a disappointment. If the economic outlook is bleak then a company will try to limit the number of pay increases across the company – so a solid performance in your role may not be enough to get that raise.
Sometimes there are processes within your organisation that impact your working outcomes. It can be infuriating to lose a client because of a dispute with another department, for example, but by the same token you can benefit from the good work of another department so the good must be taken with the bad.
The best approach to take with the feedback you get is to use it as a guide for your future behaviour and future development. It can be frustrating and unfulfilling to tread over old ground arguing the evaluation that has already been handed to you. It is extremely unlikely that your manager will change her/his evaluation based on your response to the feedback, so taking a view to the future is important.
Ask questions. Ask for specific examples of where and how you might do better.
Sometimes, an appraisal is completely unjust. This is a rare occurrence, but if you feel that you have been drastically misrepresented then action must be taken along the correct lines. Use examples, facts and figures wherever possible to present your case to your manager, your manager’s manager or HR department, but be aware that taking this road may keep you stuck in a negative world. Limit the amount of time and effort complaining and try to make changes within your own control.
Eve Ash has produced a wide range of DVDs on performance appraisals including Preparing for your Appraisal and Giving Feedback.
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