In my GoTo Academy: Soft Skills Tools for the GoTo Professional continuous online coaching series, we cover real-life professional dilemmas such as the below.
If you are interested in more training in these areas, please signup for the continuing online coaching series.
Do these feelings sound familiar?
- Made it through my yearly eval with only one ‘below expectations’ – the overall eval was ‘average’.
- I was prepared for the absolute worst.
- Someone who had their eval earlier that day handed in their resignation immediately after getting their eval
Is this the way you really want to approach your performance review? Take the time NOW to visualize what you really want your performance review to report. Then set upon a plan of action to achieve those SMART goals. You will be much more successful if you use the work-year to actually create your perfect performance review, versus just letting it happen without your design input.Other things to incorporate:
- YOU initiate quarterly reviews of your performance (if going well — more frequent if you are not on target)
- YOU articulate your performance goals to your manager
- YOU keep track of your achievements throughout the year that illustrate your accomplishments of these goals
- YOU ask your manager on what projects and opportunities he/she commends for you to accomplish your performance review goals.
Most people act as if their career goals and accomplishments are their manager’s responsibility. This is actually a false premise. If you are interested in more tips on how to take more control of your professional development and career, please check out my on-line coaching academy series.We talk more about how to incorporate this philosophy into the real-world professional environment in my on-line coaching academy series. <check out our GoTo Academy: Soft Skills Tools for the GoTo Professional>