You can't. It's that simple. You don't run a marriage that way -- waiting for your spouse to "do something to you". Why would you do it at work?
Managers can't do it all, even if they are skilled. It's your job and your career, so work with your supervisor to create a better work environment. Be a real player in your own job success.
Performance appraisal discussions (and for that matter all of the steps in performance management) provide a forum for genuine, constructive discussion of job performance. You can use this opportunity to:
But You Have To Do It Well!
Like anything else, it takes some skill to become a constructive, active participant in performance appraisals and to take control of your career. It takes some forethought, a little bit of planning, and an understanding of what performance appraisal should be all about. Managers need to keep up their end (and we have tools for them), but you need to step up.
...is that we've created a tool that you can read and digest in less than an hour that will help you reduce the discomfort of performance appraisals and increase success. Getting The Most From Performance Appraisals will walk you through how to plan for your meeting, what to say, questions to ask, and HOW to talk constructively.
We've created a truly unique aid aimed at helping employees be active and constructive participants in the appraisal process. The principles and behaviors suggested in this helpcard complement those included in the helpcards aimed at managers.
This 8.5 x 11 inch two sided card provides information to employees about the purpose of performance appraisals, and how to go about making it work for them. This information is essential to helping employees feel that manager and employee are "on the same side" during performance appraisals. Here's a list of what's included:
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