Wang Solutions

What to Expect When You Have to Meet Expectations:

Congratulations – you just got hired. The boss shakes your hand, then heads off to do what important people do. You’re left with the HR person, who hands you a giant pack of papers, tells you to read them carefully, and then heads off to do what other important people do. You, of course, carefully read page 1 of the document, and then skim the rest until your eyes alight on the signature line on the last page. Done! Now you’re free to go get paid.

But somewhere in that packet was a blurb about undergoing a performance review after 60 or 90 or whatever amount of days on the job. It may seem far away on your first day of work, but the weeks pass quickly, and before you even know how to properly use the copy machine in the office, you’re up for a performance review.

Wikipedia defines a performance review as “a method by which the job performance of an employee is documented and evaluated. Performance appraisals are a part of career development and consist of regular reviews of employee performance within the organizations.” But that all probably sounds like the wording in the job packet you breezed through. So basically, a performance review is just that – a review of your performance as an employee. The constructive criticisms and suggested improvements within the review are supposed to advance your continued career path with the organization.

That means that a performance review should NEVER be a surprise to you. It should be used as a career development tool featuring comments on past performances, good and bad. The conclusion should focus on continuing good aspects of the performance, and recommend improvement tasks and goals for areas needing further enhancement. These suggestions may include additional education, such as certain classes or certifications, and specific tools to help your day-to-day on-the-job performance be more effective and efficient.

While the input of colleagues might be considered during your review, it’s your superiors who ultimately need to gauge how you’re doing. They’re the ones in charge for a reason. Above all, you should always know how you are doing at your job post. Your employer has a responsibility to guide your along your career and to end your performance review on a note of encouragement. After all, this will benefit both you and the people you work for!