You will never plough
a field if you only turn
Luck is a matter of
preparation meeting
opportunity.
Seneca
Wednesday, May 3, 2017 | Ahmedabad
Shailendra Minocha
HR & administration head,
Nirmal Lifstyle Ltd
D
espite the daily
onslaughts of e-mails,
phone calls, tools,
measurement mechanism,
meetings are still one of the
most effective ways to
exchange information, get
and take feedback, plan,
collaborate and derive
important outcomes for
employees and the
organisations.
We all agree that people
are one of the most
important components for
any enterprise.
Hence, appraisal meeting
is essential for regulating a
two-way communication
between the manager and
the employee to examine the
job objectives met/achieved
during the specified period.
Specific useful
guidelines/advises to
employees for an effective
performance appraisal
meeting:
1. Gather foundational
information
z Review your job
description, goals,
competencies and
development plans.
2. Review your
performance journal
notes
z Review your past notes
from the journal of your
performance of the last
performance cycle.
z Identify any trends or
recurring themes that reveal
strengths, challenging
people or situations,
knowledge or skills that need
to develop,
projects/assignments you
really enjoyed, etc.
z Having all this detail at
hand will help both, you and
your manager get a broader,
more objective view of your
performance over the entire
period, and avoid being
biased by recent events.
3. Prepare a list of your
accomplishments
z Basis the information
gathered, prepare a list of
your accomplishments
towards the task assigned.
z It is fine to brag a little as
your manager may not be
aware of all the great things
you have done, especially the
many small things that have
added value and made a
difference.
4. Do a self-evaluation
z It is always a good idea to
PREPARE
to DELIVER
IMAGESBAZAAR
do a self-evaluation.
z Ideally, use the same
performance appraisal form
which shall be utilised by
your appraiser.
z Go through each
competency and goal listed,
and be honest to rate your
performance.
z The goal of this exercise is
not to campaign for good
ratings, but rather to share
your perception of your
performance with your
manager before your
appraisal meeting.
5. Prepare a list of areas
for development
z While reviewing your job
description, competencies,
goals, performance journal
notes, list of
accomplishments, identify
any areas where you felt you
struggled.
z Also identify areas to
enhance skills/expertise as a
part of your career growth
and progression.
6. Outline SMART goals
for the forthcoming period
z Take a proactive approach
and draft some specific,
measurable, attainable,
realistic, time-oriented goals
towards job description and
career progression.
7. Share your preparations
with manager
z Ideally, you should share
the materials you've
it over in your mind.
Irish Proverb
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HEADING TO AN
APPRAISAL
MEETING? READ
ON TO PREPARE
FOR AN OBJECTIVE
DISCUSSION
prepared before your
performance appraisal
meeting.
z This will help them
prepare for the meeting more
effectively and encourage a
more meaningful two-way
dialogue.
8. Engage with an open
mind
z Do not get caught up in
pleasantries or small talk. It
is easy to get started in a
polite conversation basis
your friendly approach. This
is not the time for that.
z Stay on the topic of
discussion. Don't jump to a
different conversation if not
asked. Expression of
feedback must be
constructive, not destructive.
z Keep your emotions out of
the conversation-stay
objective.
z Let the manager talk. Don't
talk over them, or finish their
sentence or cut them off.
That is just rude.
Thus, the uniqueness of an
appraisal meeting is involved
in its implementation and
effectiveness which serves as
a positive stroke, leaving
each employee with a sense
of achievement - the
knowledge and comfort of
knowing where he stands vis-
-vis the expectations and
what he should be doing to
get closer to his goal.