What do you think about annual performancereviews?

[laundryhater]

I must be the only one who likes them???



All my reviews have been positive. Maybe that's why I like them? I like hearing that I'm doing a great job.



My boss always asks for my input on how we could improve on customer service too. I like that he values my opinion enough to ask. My chance to "evaluate" boss and give feedback.



I also like that I get a raise each time I get a good review.



So there are positive aspects about reviews.

[Katie G]

From what I'm reading here, it's not the review itself, but rather how they are handled.  Done properly, it's a powerful career development tool.  You get to see your strengths and weaknesses spelled out on paper, giving you a good foundation on which to build.  



On the other hand, the "hit-and-run" type of review seems like an indication of poor management all around.  (You have to wonder what kind of manager would let problems fester all year just in the name of waiting for review time.)  And I'll NEVER understand the logic behind having someone who has no idea who you are or what you do (like your boss's boss) conduct your review.  Are they psychic?

[sungoddesslv]

Vini,

MsMarie has provided very good information for everyone.  I used to dread reviews until I had someone who knew their value and conducted the review properly.  I like having the opportunity to complete the form on myself prior to meeting with my exec.  I make sure to include all the company committees I've served on, community service projects, professional development seminars/workshops, etc., on my form.  I always list a goal or two for the next year.  Whether it is beefing up on a function I'm not experienced in, learning to be more tactful (oh I try), etc.



I also agree that so many managers either don't like to prepare for a review or have not been properly trained in how to review.



During my weekly meeting with my boss today, we actually talked about the review process -- I had heard some negative comments around the office and wanted to "unstir" the pot before it got out of hand.  During the course of the conversation regarding letting staff know throughout the year how they are doing, my boss told me what a great job I am doing and sorry they don't keep me busy enough.



All depends on the manager.  If we go into a review prepared, perhaps the manager will learn something from us.  Stranger things have happened.



Vini, this is the one time you can toot your own horn.

 

[adassistant]

In the past, I actually liked to receive annual reviews, because it always meant that my increase in coming.  I've been with my current company for over 4 years now, and even though I've asked for a review a number of times, I haven't received one.  It's a good thing our increases aren't based on our reviews!  My supervisor has come into my office a few times to let me know that he hasn't forgotten about my review, and that we'll do it later on this week - the last time he told me this was in December...



I totally agree with Marie.  I've ALWAYS kept a log of sorts with any new projects or tasks that I've taken on and perform on a regular basis.  You should also keep track of any seminars or computer courses you have taken to improve your career.

[djpcps]

Apparently I've had all 3 types of bosses in the 14 years I've been at my company.  The first was a snake in the grass - he always brought up the one or two mistakes made during the entire past year - after a couple of reviews with him at least I knew what to expect!  



The second was a really good boss, he gave appreciation and recognition where deserved, and "shortcomings" were addressed in person, in private and not specifically included in performance reviews - they would be in general terms be added as Development Goals if warranted.  However he wasn't the greatest at career path discussions so I really didn't get the full benefit of the evaluation.



For the last 4 years, I've had the best boss ever and actually look forward to evaluations.  Setting my own goals and objectives - and comparing them with the ones he creates for me, discussing with him specific development areas and how they fit into a career path - I get all of it!  The only flaw he has is sometimes he's a little too quick to get irritated (what I call being in a "pissy" mood - he never yells, but only gets very tight-lipped and quietly furious) - but he's also quick to apologize and explain the reasons for his frustration.  He encourages me to grow personally and professionally and backs me up during those times when I end find myself in way over my head. He sort of has to because he usually volunteers me into those situations in the first place!