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Saturday, July 29, 2017

Yearly Performance Review

Yearly Performance Review


Yes, most corporations with Fiscal Year end near Calendar Year end are going through them now, thanks Jack Welch.

In principle, I agree with performance review concept. Actually when you go through most of them, they are great...on paper.

In essence they review employee performance vs. a set of objectives set at the beginning of the FY, providing feedback and ideally a sort of 360 view.

So far so good.

After that, employees are rated in a 5 bands system (it looks same HR Management consultants have sold the very same system to most corporations, we all have the 5 ratings...just names are changed).


In fact, we have gone through hundreds of them since kindergarten...doesn't it sound familiar? Is the good old A, B, C, D, E school rating.

Here it comes the 1st potential issue: if manager setting objectives didn't do a good job setting or tracking them, it is a useless act of faith.

Next, the so called 'calibration' or in other words, a ranking...and problems start right here.

Most companies have a forced distribution, plotting employees rating in a Gauss bell; most of employee population will be around the mean, and just a few ones by the edges.

What the heck is that? Does it mean high performance teams do not exist? And, how is it possible comparing different professionals, with different objectives, assets, baselines, etc. ?

To make it worse, there is another problem: it assumes a fair behaviour. Most people have it, but not all of us. Thinking differently is naive.

There are two ways to look better in a ranking:

The fair one: you do better than the rest. Full stop.

The unfair one: making the rest looking worse than you...I call those employees 'rotten apple'. As they are so mediocre they cannot be better than the rest, they devote a huge share of their time and effort to undermine the others, do not share information, take credit (even from their own employees if by chance they are people managers), etc. And, like any rotten apple, if not taken apart they rot the whole basket (aka department). I'm sure all of us have somebody in mind right now...

That happens within a given department...but as Managers, Directors and VPs go through the same process, it replicates at all levels, making the whole organization weaker, instead of stronger.

It fosters cliquish behaviour and prevents innovation as people do not take risks.

Key take aways

KSF for a good rating process is an excellent objective and goal setting  process ('SMART' rule) and a professional scorecard/dashboard  to track them.

Even with excellent goals, there is no better feedback than real-time feedback and 'walk the talk'. Don't wait 1 year!

Ranking/calibration is bullshit, unless everybody does exactly the same job (it might work in a factory).

Ranking may foster lack of collaboration and innovation, as well as worsening teams as soon as somebody behaves in an unfair way.

Set a good variable compensation scheme, that drives top performance, innovation AND collaboration, and forget about the rating/ranking, as the compensation will do it for you.


Annual Performance Review


A performance evaluation is an integral aspect of any organization. Assessing the skill set of every person and the functioning of the organization is vital for its growth, and to help create the proper expectations for the company in regards to future raises and management potential. It helps employees to understand the meanings behind common phrases for performance evaluations to help create common ground between the employee and the company.

Annual Performance Review?  

If you're writing your own performance review it seems to me your supervisor isn't doing much or just doesn't have much of a job to do and is probably goofing off more than anything else. My recommendation would be to show where you excel with FACTS, for example how many items you sell, produce or place on the floor, based on whatever turnover of products and how it relates to the company profits. Do your efforts bring in more money ? Sure, they'd have to otherwise you wouldn't be working -- so give yourself a pat on the back -- and make sure you put that in your performance review.

Additionally, how much supervision do you do ? How many people, what do they do and do you schedule work for them or do their timesheets for them ? Any supervision means you are doing supervisory work - show it !

Also, what initiatives have you done or are you currently doing ? Do you put up posters to help market products and advertise your company's wares ? Have you helped in finding new products and services that your company has offered ? Put that in your reviews as well.

There are probably a lot more things you haven't thought of, just have a think while you're driving home sometime and you'll come up with a slew of things YOU have done that are worthy of an excellent review !!!

By-the-way, if you get a bad APR, don't stress about it, it WON'T follow you to your next job. Most of the time performance reviews are nothing more than TPS Reports and mean little other than to impress management and make them think they're accomplishing something they're not...Performance reports are in fact a BIG waste of money in a LOT of cases. I'd rather be earning money actually doing work that writing some inflated report that doesn't really express what a person is really worth to the company in reality...

How can a company judge a person based on something someone else with a twisted sense of reality wrote -- If I were your manager I'd want to actually SEE what you do and judge it for myself than read it from someone with a B.S. in English and grammatical studies.

Is the Annual Performance Review Still Relevant

Is the Annual Performance Review Still Relevant


With all of the changes over the past several years and the shift of the Human Resource profession from a tactical to a strategic focus, one of the questions we hear from our client’s is the annual performance review relevant in today’s business environment?  Businesses today are driven by metrics and the HR programs that have been in place for many years need to be evaluated to determine if they are effective.

Given the survey data we believe that the annual performance review is a valuable tool to motivate and ensure high levels of performance.  To support this position we examined our survey data in order to determine what our clients and respondents are saying about this key management responsibility.

What is a Performance Review and How Do We Define this Process?

The performance review is a mechanism to document an employee’s skill level based upon a clear understanding of the duties and responsibilities of the job and the results expected.  Performance reviews have been viewed as an effective tool for management to help motivate and maximize performance and productivity.  It is also a way to outline career goals and identify expectations for the future.  The performance review if consistently applied across the organization can facilitate a ranking mechanism for management which helps identify high-potential employees as well as provide succession planning services for key positions in the company.

Do Employees find Value in the Process?

Based upon our employee survey data areas of employee satisfaction with management are varied; however, employees find the management responsibility of conducting the annual performance review very important for ensuring high levels of performance along with the maintenance of superior employee-management relations.  Holding all employees accountable creates a team environment where honest and constructive feedback is valued.  Employees; however, do not view the annual performance review as an isolated event but rather a continuous process.

Do Managers find Value in the Process?

Our survey data suggests that the need for managers to motivate employees through a progressive performance review process facilitates a stronger organization which allows the employee to grow professionally.  The opportunity to present a strategy for continuous improvement and tie pay to performance along with recognizing excellence on the job creates an environment that is more innovative and creative.  If done properly, managers believe that the annual performance review can retain high performers and lower turnover.  Furthermore, if performance, pay and incentive plans are linked the performance review process will have more significance and importance.

What is the Problem with the Annual Performance Review?

With managers and employees finding value in the process why are there so many issues with this key Human Resources program?  Managers will often wait to deliver bad news to the employee during the annual performance review rather than addressing any challenges immediately.  This approach creates the environment where the employee can’t alter their behavior or make changes until it brought to their attention and by then it is too late.  Employees will often not want to appear lacking in their performance and when challenges surface they are reluctant to bring any impediments to their success out of fear on not being viewed as knowledgeable.  Both parties want a successful process only the communication process is lacking and not cascading through the organization.

What is the Role of HR to make this Process Work?

HR’s role is to create an environment where all employees are treated fairly and their manager is viewed as a strong coach and mentor.   Human Resources is also a facilitator for change and thorough a performance management training program this very important management task can remain relevant and a key metric for managing overall talent.  HR professionals will need to devote more time and attention in the future to providing leaders of the organization with the training on how to deliver an honest assessment of their direct reports performance in a timely manner.

Annual Performance Review

A performance evaluation is an integral aspect of any organization. Assessing the skill set of every person and the functioning of the organization is vital for its growth, and to help create the proper expectations for the company in regards to future raises and management potential. It helps employees to understand the meanings behind common phrases for performance evaluations to help create common ground between the employee and the company.

Annual Performance Review?

If you're writing your own performance review it seems to me your supervisor isn't doing much or just doesn't have much of a job to do and is probably goofing off more than anything else. My recommendation would be to show where you excel with FACTS, for example how many items you sell, produce or place on the floor, based on whatever turnover of products and how it relates to the company profits. Do your efforts bring in more money ? Sure, they'd have to otherwise you wouldn't be working -- so give yourself a pat on the back -- and make sure you put that in your performance review.

Additionally, how much supervision do you do ? How many people, what do they do and do you schedule work for them or do their timesheets for them ? Any supervision means you are doing supervisory work - show it !

Also, what initiatives have you done or are you currently doing ? Do you put up posters to help market products and advertise your company's wares ? Have you helped in finding new products and services that your company has offered ? Put that in your reviews as well.

There are probably a lot more things you haven't thought of, just have a think while you're driving home sometime and you'll come up with a slew of things YOU have done that are worthy of an excellent review !!!

By-the-way, if you get a bad APR, don't stress about it, it WON'T follow you to your next job. Most of the time performance reviews are nothing more than TPS Reports and mean little other than to impress management and make them think they're accomplishing something they're not...Performance reports are in fact a BIG waste of money in a LOT of cases. I'd rather be earning money actually doing work that writing some inflated report that doesn't really express what a person is really worth to the company in reality...

How can a company judge a person based on something someone else with a twisted sense of reality wrote -- If I were your manager I'd want to actually SEE what you do and judge it for myself than read it from someone with a B.S. in English and grammatical studies.

Employee Performance Review

Employee Performance Review



Annual Performance Review


A performance evaluation is an integral aspect of any organization. Assessing the skill set of every person and the functioning of the organization is vital for its growth, and to help create the proper expectations for the company in regards to future raises and management potential. It helps employees to understand the meanings behind common phrases for performance evaluations to help create common ground between the employee and the company.

Annual Performance Review?

If you're writing your own performance review it seems to me your supervisor isn't doing much or just doesn't have much of a job to do and is probably goofing off more than anything else. My recommendation would be to show where you excel with FACTS, for example how many items you sell, produce or place on the floor, based on whatever turnover of products and how it relates to the company profits. Do your efforts bring in more money ? Sure, they'd have to otherwise you wouldn't be working -- so give yourself a pat on the back -- and make sure you put that in your performance review.

Additionally, how much supervision do you do ? How many people, what do they do and do you schedule work for them or do their timesheets for them ? Any supervision means you are doing supervisory work - show it !

Also, what initiatives have you done or are you currently doing ? Do you put up posters to help market products and advertise your company's wares ? Have you helped in finding new products and services that your company has offered ? Put that in your reviews as well.

There are probably a lot more things you haven't thought of, just have a think while you're driving home sometime and you'll come up with a slew of things YOU have done that are worthy of an excellent review !!!

By-the-way, if you get a bad APR, don't stress about it, it WON'T follow you to your next job. Most of the time performance reviews are nothing more than TPS Reports and mean little other than to impress management and make them think they're accomplishing something they're not...Performance reports are in fact a BIG waste of money in a LOT of cases. I'd rather be earning money actually doing work that writing some inflated report that doesn't really express what a person is really worth to the company in reality...

How can a company judge a person based on something someone else with a twisted sense of reality wrote -- If I were your manager I'd want to actually SEE what you do and judge it for myself than read it from someone with a B.S. in English and grammatical studies.

How do I write a professional response to a positive performance review

How do I write a professional response to a positive performance review


I know what you mean. That doesnt sound quite right.

How about:

"I appreciate the flattering review and I want to confirm my commitment to work as hard as I can to ensure the success of this company."

Or something like that... :)

Annual Performance Review


A performance evaluation is an integral aspect of any organization. Assessing the skill set of every person and the functioning of the organization is vital for its growth, and to help create the proper expectations for the company in regards to future raises and management potential. It helps employees to understand the meanings behind common phrases for performance evaluations to help create common ground between the employee and the company.

Annual Performance Review?

If you're writing your own performance review it seems to me your supervisor isn't doing much or just doesn't have much of a job to do and is probably goofing off more than anything else. My recommendation would be to show where you excel with FACTS, for example how many items you sell, produce or place on the floor, based on whatever turnover of products and how it relates to the company profits. Do your efforts bring in more money ? Sure, they'd have to otherwise you wouldn't be working -- so give yourself a pat on the back -- and make sure you put that in your performance review.

Additionally, how much supervision do you do ? How many people, what do they do and do you schedule work for them or do their timesheets for them ? Any supervision means you are doing supervisory work - show it !

Also, what initiatives have you done or are you currently doing ? Do you put up posters to help market products and advertise your company's wares ? Have you helped in finding new products and services that your company has offered ? Put that in your reviews as well.

There are probably a lot more things you haven't thought of, just have a think while you're driving home sometime and you'll come up with a slew of things YOU have done that are worthy of an excellent review !!!

By-the-way, if you get a bad APR, don't stress about it, it WON'T follow you to your next job. Most of the time performance reviews are nothing more than TPS Reports and mean little other than to impress management and make them think they're accomplishing something they're not...Performance reports are in fact a BIG waste of money in a LOT of cases. I'd rather be earning money actually doing work that writing some inflated report that doesn't really express what a person is really worth to the company in reality...

How can a company judge a person based on something someone else with a twisted sense of reality wrote -- If I were your manager I'd want to actually SEE what you do and judge it for myself than read it from someone with a B.S. in English and grammatical studies.

How do I write my own performance review

How do I write my own performance review


To evaluate your own performance, you start with a statement of expectations for your position, and then also have in front of you a statement of expectations for the position you want to show you are ready for.

Now, provide details that demonstrate that you have met all expectations, demonstrate that you have gone beyond the limits of your job description in the direction of the job you want.

Demonstrate that you have done whatever is needed to prepare yourself for that advancement, courses, mentoring, etc.

A big one... haveyou been helping other staff members to prepare to fill your shoes? You may not be promotable if your job will not be filled. You may be held back if you are not seen as a mentor to others, seen by other people, not just yourself.

If you demonstrate that those you have been mentoring have made good progress, you might think that this would be promoting them instead of yourself, but management is looking for those who can and will get others to perform better.

If there have been any complaints that come back to you, you should acknowledge them and identify what you have done to reduce or eliminate them. Avoid finding fault with others in this exercise. Part of the process is to show that you are getting the problem fixed, even if it means helping someone else to do better. In fact, demonstrating that you are negotiating to get problems fixed is a big plus.

Annual Performance Review


A performance evaluation is an integral aspect of any organization. Assessing the skill set of every person and the functioning of the organization is vital for its growth, and to help create the proper expectations for the company in regards to future raises and management potential. It helps employees to understand the meanings behind common phrases for performance evaluations to help create common ground between the employee and the company.

Annual Performance Review?

If you're writing your own performance review it seems to me your supervisor isn't doing much or just doesn't have much of a job to do and is probably goofing off more than anything else. My recommendation would be to show where you excel with FACTS, for example how many items you sell, produce or place on the floor, based on whatever turnover of products and how it relates to the company profits. Do your efforts bring in more money ? Sure, they'd have to otherwise you wouldn't be working -- so give yourself a pat on the back -- and make sure you put that in your performance review.

Additionally, how much supervision do you do ? How many people, what do they do and do you schedule work for them or do their timesheets for them ? Any supervision means you are doing supervisory work - show it !

Also, what initiatives have you done or are you currently doing ? Do you put up posters to help market products and advertise your company's wares ? Have you helped in finding new products and services that your company has offered ? Put that in your reviews as well.

There are probably a lot more things you haven't thought of, just have a think while you're driving home sometime and you'll come up with a slew of things YOU have done that are worthy of an excellent review !!!

By-the-way, if you get a bad APR, don't stress about it, it WON'T follow you to your next job. Most of the time performance reviews are nothing more than TPS Reports and mean little other than to impress management and make them think they're accomplishing something they're not...Performance reports are in fact a BIG waste of money in a LOT of cases. I'd rather be earning money actually doing work that writing some inflated report that doesn't really express what a person is really worth to the company in reality...

How can a company judge a person based on something someone else with a twisted sense of reality wrote -- If I were your manager I'd want to actually SEE what you do and judge it for myself than read it from someone with a B.S. in English and grammatical studies.

What to write as an Employee comment on performance review

What to write as an Employee comment on performance review


If you disagree with anything, make sure you quarrel with it (nicely of course). I worked for the British Government for 15 years and a lot of performance reviews were a thinly disguised attempt to save money - so nothing very glowing (unless you were sleeping with the author/line manager).My partner worked for Motorola - ditto, especially after the dot.com crash. So don't take it too seriously, that means. But don't let them put anything down that you disagree with without commenting. It's easy to get sucked into this process.

Don't do it. Over my long career I have had many many performance reviews from many many line managers. If I also say that three of those line managers have been sent to prison for fraud you will see that even if you feel you are in a corner, fate has its way of turning things around, for better or worse. What could be worse than signing off a stupid comment by a line manager who later turns out to be a crook? Stand up for your rights, but politely of course.

If you agree with everything though just say that

Annual Performance Review


A performance evaluation is an integral aspect of any organization. Assessing the skill set of every person and the functioning of the organization is vital for its growth, and to help create the proper expectations for the company in regards to future raises and management potential. It helps employees to understand the meanings behind common phrases for performance evaluations to help create common ground between the employee and the company.

Annual Performance Review?

If you're writing your own performance review it seems to me your supervisor isn't doing much or just doesn't have much of a job to do and is probably goofing off more than anything else. My recommendation would be to show where you excel with FACTS, for example how many items you sell, produce or place on the floor, based on whatever turnover of products and how it relates to the company profits. Do your efforts bring in more money ? Sure, they'd have to otherwise you wouldn't be working -- so give yourself a pat on the back -- and make sure you put that in your performance review.

Additionally, how much supervision do you do ? How many people, what do they do and do you schedule work for them or do their timesheets for them ? Any supervision means you are doing supervisory work - show it !

Also, what initiatives have you done or are you currently doing ? Do you put up posters to help market products and advertise your company's wares ? Have you helped in finding new products and services that your company has offered ? Put that in your reviews as well.

There are probably a lot more things you haven't thought of, just have a think while you're driving home sometime and you'll come up with a slew of things YOU have done that are worthy of an excellent review !!!

By-the-way, if you get a bad APR, don't stress about it, it WON'T follow you to your next job. Most of the time performance reviews are nothing more than TPS Reports and mean little other than to impress management and make them think they're accomplishing something they're not...Performance reports are in fact a BIG waste of money in a LOT of cases. I'd rather be earning money actually doing work that writing some inflated report that doesn't really express what a person is really worth to the company in reality...

How can a company judge a person based on something someone else with a twisted sense of reality wrote -- If I were your manager I'd want to actually SEE what you do and judge it for myself than read it from someone with a B.S. in English and grammatical studies.

How can I fight a bad Annual Performance Review that my boss gave me

How can I fight a bad Annual Performance Review that my boss gave me


Bost of the times, reviews from the managers are influenced by following reasons,

1) they personally did not like you
2) they already found someone for a job which they want to bring them in (it could be a friend they know outside their job or just want to replace you)
3) you don't want to play the way your boss does..
etc.,etc.,

there are so many reason that they give u bad reviews and they want you to quit the job.. i am in a similar position as well.. dont panic.. prepare a resume and start looking for a new job.. it is not worth fighting this over.. they already made their mind.. i wish u all the best..

Annual Performance Review


A performance evaluation is an integral aspect of any organization. Assessing the skill set of every person and the functioning of the organization is vital for its growth, and to help create the proper expectations for the company in regards to future raises and management potential. It helps employees to understand the meanings behind common phrases for performance evaluations to help create common ground between the employee and the company.

Annual Performance Review?

If you're writing your own performance review it seems to me your supervisor isn't doing much or just doesn't have much of a job to do and is probably goofing off more than anything else. My recommendation would be to show where you excel with FACTS, for example how many items you sell, produce or place on the floor, based on whatever turnover of products and how it relates to the company profits. Do your efforts bring in more money ? Sure, they'd have to otherwise you wouldn't be working -- so give yourself a pat on the back -- and make sure you put that in your performance review.

Additionally, how much supervision do you do ? How many people, what do they do and do you schedule work for them or do their timesheets for them ? Any supervision means you are doing supervisory work - show it !

Also, what initiatives have you done or are you currently doing ? Do you put up posters to help market products and advertise your company's wares ? Have you helped in finding new products and services that your company has offered ? Put that in your reviews as well.

There are probably a lot more things you haven't thought of, just have a think while you're driving home sometime and you'll come up with a slew of things YOU have done that are worthy of an excellent review !!!

By-the-way, if you get a bad APR, don't stress about it, it WON'T follow you to your next job. Most of the time performance reviews are nothing more than TPS Reports and mean little other than to impress management and make them think they're accomplishing something they're not...Performance reports are in fact a BIG waste of money in a LOT of cases. I'd rather be earning money actually doing work that writing some inflated report that doesn't really express what a person is really worth to the company in reality...

How can a company judge a person based on something someone else with a twisted sense of reality wrote -- If I were your manager I'd want to actually SEE what you do and judge it for myself than read it from someone with a B.S. in English and grammatical studies.

Self pre-written annual performance reviews

Self pre-written annual performance reviews


Are you asking how/what you should write your on your own performance? The only advice I have is this: be honest. Analyse your performance and contributions according to what is required for your position. What are the industry standards and your employers expectations for these elements? Don't exaggerate. Also add what you think you should continue to do and what you think you can do better. Outline some specific goals you think are appropriate for your position that you can achieve in the next year.

When applying for grad school I had a professor who required all of his students that asked for a letter of recommendation to write them for themselves. His goal was to discover which of us had a realistic view of our strengths and weaknesses. Out of 10 students only 1 didn't have to rewrite their letter. Good luck.

Annual Performance Review


A performance evaluation is an integral aspect of any organization. Assessing the skill set of every person and the functioning of the organization is vital for its growth, and to help create the proper expectations for the company in regards to future raises and management potential. It helps employees to understand the meanings behind common phrases for performance evaluations to help create common ground between the employee and the company.

Annual Performance Review?

If you're writing your own performance review it seems to me your supervisor isn't doing much or just doesn't have much of a job to do and is probably goofing off more than anything else. My recommendation would be to show where you excel with FACTS, for example how many items you sell, produce or place on the floor, based on whatever turnover of products and how it relates to the company profits. Do your efforts bring in more money ? Sure, they'd have to otherwise you wouldn't be working -- so give yourself a pat on the back -- and make sure you put that in your performance review.

Additionally, how much supervision do you do ? How many people, what do they do and do you schedule work for them or do their timesheets for them ? Any supervision means you are doing supervisory work - show it !

Also, what initiatives have you done or are you currently doing ? Do you put up posters to help market products and advertise your company's wares ? Have you helped in finding new products and services that your company has offered ? Put that in your reviews as well.

There are probably a lot more things you haven't thought of, just have a think while you're driving home sometime and you'll come up with a slew of things YOU have done that are worthy of an excellent review !!!

By-the-way, if you get a bad APR, don't stress about it, it WON'T follow you to your next job. Most of the time performance reviews are nothing more than TPS Reports and mean little other than to impress management and make them think they're accomplishing something they're not...Performance reports are in fact a BIG waste of money in a LOT of cases. I'd rather be earning money actually doing work that writing some inflated report that doesn't really express what a person is really worth to the company in reality...

How can a company judge a person based on something someone else with a twisted sense of reality wrote -- If I were your manager I'd want to actually SEE what you do and judge it for myself than read it from someone with a B.S. in English and grammatical studies.

Had my annual performance review... how to calculate bonus enititlement

Had my annual performance review... how to calculate bonus enititlement


That sounds great, especially coming from a boss who you didn't sound too fond of recently.

Good job! Maybe you won't be looking for a new job after all?

Annual Performance Review


A performance evaluation is an integral aspect of any organization. Assessing the skill set of every person and the functioning of the organization is vital for its growth, and to help create the proper expectations for the company in regards to future raises and management potential. It helps employees to understand the meanings behind common phrases for performance evaluations to help create common ground between the employee and the company.

Annual Performance Review?

If you're writing your own performance review it seems to me your supervisor isn't doing much or just doesn't have much of a job to do and is probably goofing off more than anything else. My recommendation would be to show where you excel with FACTS, for example how many items you sell, produce or place on the floor, based on whatever turnover of products and how it relates to the company profits. Do your efforts bring in more money ? Sure, they'd have to otherwise you wouldn't be working -- so give yourself a pat on the back -- and make sure you put that in your performance review.

Additionally, how much supervision do you do ? How many people, what do they do and do you schedule work for them or do their timesheets for them ? Any supervision means you are doing supervisory work - show it !

Also, what initiatives have you done or are you currently doing ? Do you put up posters to help market products and advertise your company's wares ? Have you helped in finding new products and services that your company has offered ? Put that in your reviews as well.

There are probably a lot more things you haven't thought of, just have a think while you're driving home sometime and you'll come up with a slew of things YOU have done that are worthy of an excellent review !!!

By-the-way, if you get a bad APR, don't stress about it, it WON'T follow you to your next job. Most of the time performance reviews are nothing more than TPS Reports and mean little other than to impress management and make them think they're accomplishing something they're not...Performance reports are in fact a BIG waste of money in a LOT of cases. I'd rather be earning money actually doing work that writing some inflated report that doesn't really express what a person is really worth to the company in reality...

How can a company judge a person based on something someone else with a twisted sense of reality wrote -- If I were your manager I'd want to actually SEE what you do and judge it for myself than read it from someone with a B.S. in English and grammatical studies.

Do you give your spouse an Annual Performance Review

Do you give your spouse an Annual Performance Review


You are on a roll this morning (morning for me). this Question is funny! do you do some type of writing for your job? this Q is an example of some absolute talent.. in-law management, true genius. I love the listening skills part and the willingness to participate..that is some good material.

Annual Performance Review


A performance evaluation is an integral aspect of any organization. Assessing the skill set of every person and the functioning of the organization is vital for its growth, and to help create the proper expectations for the company in regards to future raises and management potential. It helps employees to understand the meanings behind common phrases for performance evaluations to help create common ground between the employee and the company.

Annual Performance Review?

If you're writing your own performance review it seems to me your supervisor isn't doing much or just doesn't have much of a job to do and is probably goofing off more than anything else. My recommendation would be to show where you excel with FACTS, for example how many items you sell, produce or place on the floor, based on whatever turnover of products and how it relates to the company profits. Do your efforts bring in more money ? Sure, they'd have to otherwise you wouldn't be working -- so give yourself a pat on the back -- and make sure you put that in your performance review.

Additionally, how much supervision do you do ? How many people, what do they do and do you schedule work for them or do their timesheets for them ? Any supervision means you are doing supervisory work - show it !

Also, what initiatives have you done or are you currently doing ? Do you put up posters to help market products and advertise your company's wares ? Have you helped in finding new products and services that your company has offered ? Put that in your reviews as well.

There are probably a lot more things you haven't thought of, just have a think while you're driving home sometime and you'll come up with a slew of things YOU have done that are worthy of an excellent review !!!

By-the-way, if you get a bad APR, don't stress about it, it WON'T follow you to your next job. Most of the time performance reviews are nothing more than TPS Reports and mean little other than to impress management and make them think they're accomplishing something they're not...Performance reports are in fact a BIG waste of money in a LOT of cases. I'd rather be earning money actually doing work that writing some inflated report that doesn't really express what a person is really worth to the company in reality...

How can a company judge a person based on something someone else with a twisted sense of reality wrote -- If I were your manager I'd want to actually SEE what you do and judge it for myself than read it from someone with a B.S. in English and grammatical studies.