 Performance Appraisal... be attentive round the year.
GATHER YOUR OWN FEEDBACK
Tracy and Stacy are discussing the results of Stacy’s performance appraisal.
Tracy : Why are you so upset?
Stacy: The only information that was considered during my appraisal was submitted by people in upper-level positions who are too busy to observe what I do.
Tracy : Didn’t you collect and submit your own evaluations?
Empower yourself by securing objective feedback regarding your effectiveness. You don’t have to wait for the organization you work for to scrap the idea of relying exclusively on top-down evaluations. You can personally initiate 360-degree reviews designed to help you improve on an ongoing basis. Ask a cross-section of management, peers, subordinates, and clients to assess your performance so you can ensure a positive performance appraisal.
CREATE YOUR 360-DEGREE FEEDBACK PROCESS
1. Make a list of the following individuals whom you can ask for feedback concerning your performance. Whether your organization is large or small, select individuals at all levels. Choose people you think will deliver honest input.
o Employees below your level in the organization
o Employees who are peers
o Employees above your level in the organization
o Team leader(s)
o Immediate supervisor
o Any other managers to whom you relate
o Mentors
o Mastermind group members
o Customers or clients
2. Design an organized system of obtaining feedback. Determine how you want to receive input and how often. How formal do you want the process to be? Keep the following in mind.
3.
o You are seeking feedback that will assist you in improving your performance on a continuous basis.
o You don’t want to wait for the results of an annual or semi-annual performance evaluation.
o You will be able to use the positive feedback you receive as documentation during upcoming performance reviews.
4. Ask the individuals you have selected if they will be willing to assist you. If some of your initial choices are unavailable, select new evaluators.
5. Tell your helpers what assistance you need. Then move forward with your 360-degree feedback process.
6. Make sure you are available to receive informal and unsolicited feedback. Take notes when you receive input. Follow up on the suggestions you receive.
The material was excerpted from the book, Joy on the Job - Over 365 Ways to Create the Joy and Fulfillment You Deserve, by Doris Helge, Ph.D., © 2005, Shimoda Publishing | 
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