How to Get the Best Out of Your Annual Appraisal

The month of January is about to end and a few days from now you will be facing up to your boss for the annual performance appraisal exercise. We’d like to help you to form an appraisal strategy depending on which of the following scenarios you fit into.

NOT SURE ABOUT PERFORMANCE

"I am not sure how well I have done this year and not sure what to expect from the performance appraisal."

The way out: Be honest and genuine about performance areas you are sure of. Rate yourself on things that you did do, but be candid on areas where you did not fare as expected. On areas where you are unsure about your performance, try and find out what your boss thinks about it. Elicit feedback from the authority without sounding unsure.

DELAYED PROMOTION

"My promotion is stalled for the last one year. How should I convey this in the performance appraisal chat?"

The way out: Refrain from mentioning this (being overlooked the previous year) if the manager does not bring it up, as the conversation could then steer towards old projects instead of focusing on last year's performance.

If you are confident your performance this year can get you a promotion, approach it from the perspective of seeking advice. Ask an open-ended question like so what do you think is holding back my promotion? Is it something in my control or is it because of external factors? If the answer is the former, seek advice on what you need to do.

FEEDBACK IS PRE-MEDIATED

"My boss seems to already have an opinion on my ratings. He is unlikely to do the appraisal seriously or objectively."

The way out: Always document and list your achievements even when you fear the feedback would be pre-meditated. Prepare yourself with formal mails and documents.

SUDDEN, UNEXPECTED CRITICISM

“I've done well, but the boss is criticizing me at the appraisal, without ever giving any negative feedback during the year."

The way out: Hear the boss without being defensive. Thank your boss for the feedback and learn from it. Don't get into a debate on the finer details of the reasons he is criticizing you for, as the meeting could then revolve around it. Turn the discussion towards positive areas.

We hope the above points would guide you through your appraisal process. Should you have more suggestions, we’d love to hear them from you.