Part 1: Your Performance Standards A performance review is a regularly scheduled meeting between employee and boss to discuss both the results of your work and the process you went through to achieve them. Traditionally, employers conduct performance reviews once or possibly twice a year to help with decisions on hiring and job placement.
But the purpose of a performance review is not limited to employee evaluation anymore. Many companies now tie compensation, promotion, or other rewards to performance reviews.
A performance review is also becoming an opportunity for an individual to demonstrate value to the company. The discussion includes an evaluation of the qualitative aspects of your performance. Organizations further encourage employees to provide input about their career aspirations and goals for the future.
Because performance reviews play such a critical role in career development, it is in your best interest to understand how performance reviews work, how to prepare for a review, what to do and say during the review, and how to follow up at the salary negotiation and beyond.
Performance is measured in different ways
There are various ways to measure performance; the method often depends on your company and the nature of your job. The two most common approaches are the rating method and the goals or objectives method. The methods use different criteria to judge performance.
Rating method. This approach emphasizes qualities, traits, or behaviors. An employee's performance is rated on these characteristics and on specific items such as quality of work; quantity of work; communications skills; interpersonal skills; and decision making.
Goals or objectives method. This approach measures performance by comparing the objectives set by the employer and the employees with the results, or what was accomplished. Goals are set and prioritized by both parties at the beginning of the period. The review is used to evaluate and record the results - whether the employee has met, exceeded, or failed to meet expectations.
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