Welcome to today’s episode which is related to something many of us dread - the annual performance review process!
Oh, the hours I spent on this in my UN career. And, to be frank, not always convinced that the value of the process compared to the time I and everybody else invested in it. So, although I very much agreed with the theory of the performance review (I was working in Human Resources after all!) – I must say that I didn’t personally look forward to the process. Having to evaluate myself. Try to write about how brilliant I thought I’d done through the year. Not exactly my cup of tea!
So, I’m happy to let you know that today’s episode is not really about the performance review process itself. It’s about seeing the performance review process from a different angle.
You can find the show notes for today’s episode at www.Barbarakandersen.com/15.
So, you should no longer see the performance review as a stressor in the middle of other urgent work.
Instead, let the performance review serve as your annual prompt to stay on track with your career development and ensure that you take time to take action and take charge of your career. I actually already touched on this in episode 9, the one called “Why You Always Want to Have an Updated CV!” (You can find that episode at www.barbarakandersen.com/9 ).
3 ways to get much more out of the performance review process!
#1 Use it as an Opportunity to Go into “Career Mode”
You’re busy. It feels like there’s never really enough time to think about your career, your professional development, networking and looking for jobs.
But for the performance review process you’re required to sit down and update your goals. You have to review your results and your competencies. You’re forced to think and write about what you’ve done well during the year. And you should welcome that as an opportunity.
You may not necessarily expect big results from the performance review itself, but I say it’s actually good that you’re forced to do this because you need to think about it for you.
So, take this opportunity to go into “career mode” and line out:
While you’re in this “career mode”, think also about:
You should of course talk with your supervisor about as many of these things as you feel comfortable with. Seek his or her support for your development and your next steps. If you don’t think this is feasible, think about how else this can be done? Who else will/can support you?
Think about what you will do in order to move in that direction.
Read the full show notes at www.barbarakandersen.com/15.
Welcome to today’s episode which is related to something many of us dread - the annual performance review process!
Oh, the hours I spent on this in my UN career. And, to be frank, not always convinced that the value of the process compared to the time I and everybody else invested in it. So, although I very much agreed with the theory of the performance review (I was working in Human Resources after all!) – I must say that I didn’t personally look forward to the process. Having to evaluate myself. Try to write about how brilliant I thought I’d done through the year. Not exactly my cup of tea!
So, I’m happy to let you know that today’s episode is not really about the performance review process itself. It’s about seeing the performance review process from a different angle.
You can find the show notes for today’s episode at www.Barbarakandersen.com/15.
So, you should no longer see the performance review as a stressor in the middle of other urgent work.
Instead, let the performance review serve as your annual prompt to stay on track with your career development and ensure that you take time to take action and take charge of your career. I actually already touched on this in episode 9, the one called “Why You Always Want to Have an Updated CV!” (You can find that episode at www.barbarakandersen.com/9 ).
3 ways to get much more out of the performance review process!
#1 Use it as an Opportunity to Go into “Career Mode”
You’re busy. It feels like there’s never really enough time to think about your career, your professional development, networking and looking for jobs.
But for the performance review process you’re required to sit down and update your goals. You have to review your results and your competencies. You’re forced to think and write about what you’ve done well during the year. And you should welcome that as an opportunity.
You may not necessarily expect big results from the performance review itself, but I say it’s actually good that you’re forced to do this because you need to think about it for you.
So, take this opportunity to go into “career mode” and line out:
While you’re in this “career mode”, think also about:
You should of course talk with your supervisor about as many of these things as you feel comfortable with. Seek his or her support for your development and your next steps. If you don’t think this is feasible, think about how else this can be done? Who else will/can support you?
Think about what you will do in order to move in that direction.
Read the full show notes at www.barbarakandersen.com/15.