E-Tip: Take Performance Reviews Seriously
This entry is the first in a series of “E-Tips” that I’d like to share with both employers and candidates. In the years I’ve spent in executive search, I’ve learned valuable lessons (both easily and the hard way). Several times a week I’ll provide you with some quick tips to keep you at the top of y
our professional game.
I’d like to start with candidates’ performance reviews. Sometimes they may seem taken for granted by both parties—or that with seniority comes the expected raise—but they should be taken seriously. Your performance review is likely to impact your merit raise, continuous training, promotion possibilities and your career development.
There are three important considerations you should have made when going for a performance review. First, you should keep a journal of your professional accomplishments and development. Employers may not be privy to everything you’ve put hard work into or know that you’ve taken professional development courses. You should also know your market value. There are many ways to accomplish this, including finding information online at the Bureau of Labor Statistics (BLS). It’s your responsibility to know if you’re being rewarded accordingly. Also, be aware that employers judge your professional contributions according to the objectives they have set. Align their objectives and goals with your efforts and motivations.
There’s also the notion of informal performance reviews. These exist in the form of passing comments, notes, exchanged e-mails and the like. Use these opportunities to take notes and engage your supervisor. You’ll be surprised how informative they can be.
Finally, and most important, the outcome of the review process is tied directly to how well you prepare for it. The more you put into the process, the more you’ll benefit.
Stay tuned for more e-tips…
Published by Conselium Executive Search, the global leader in compliance search.
