Awesome share Akash, I think it's really good advice for performance review.
Something I also use to bridge company expectation and peers feedback, is to create a form aligned with what the companies expectatioms are. This worked as a support for my log. 3rd party support for your brags of the year provides more credibility to them.
Also really happy you enjoyed my post and thanks a lot for the mention.
Absolutely, it can save a bunch of times, moreover it can help you not forget that one very important thing which can push your rating to the next level.
I love the level of details you're putting on feedback and how to address them.
Lately, I have been trying to be consistent with the habit of putting links to the highlights of what I did during the week. This way I keep track of what I did during a whole year with minimum effort. And, the best thing? It only takes less than 5 minutes each week!
Thanks Basma for the kind words, I'm glad you enjoyed the post.
Feedback is crucial and I think they should never make it to a performance evaluation, they should be treated way before it goes there.
It's good to hear that you're utilizing the "work log" to track your contributions, it's truly a life saver when it comes to performance evaluations and self evaluations.
I’ve always advocated for the idea of weekly “snippets”, since you benefited from it, consider influencing the culture at your organization. It can be your impact outside work item that will shine on your next perf!
In Microsoft, it is always recommended to provide impact in more than one area ( how you impact your growth, how you impact other people’s growth and how you use other people’s work for yourself). What do you think about this approach?
Great approach. Many people see the performance review as a result they have no control over.
Instead, we have to focus on the next year's review, not on the one we just received. Work backwards from that review to achieve the objectives!
Absolutely, Fran.
Planning for the next, working towards a goal makes lives of both the individual and leader easier.
Awesome share Akash, I think it's really good advice for performance review.
Something I also use to bridge company expectation and peers feedback, is to create a form aligned with what the companies expectatioms are. This worked as a support for my log. 3rd party support for your brags of the year provides more credibility to them.
Also really happy you enjoyed my post and thanks a lot for the mention.
Thanks, Alvaro. Glad you liked it.
I completely agree, company expectations and aligning reviews to that is very effective. Thanks for mentioning that :)
Keeping notes of +/- along the way helps alot, else self performance reviews end up a very slow and tedious process.
I have a running doc, which helps with performance reviews plus interviews.
Absolutely, it can save a bunch of times, moreover it can help you not forget that one very important thing which can push your rating to the next level.
Wow this is rich!
I love the level of details you're putting on feedback and how to address them.
Lately, I have been trying to be consistent with the habit of putting links to the highlights of what I did during the week. This way I keep track of what I did during a whole year with minimum effort. And, the best thing? It only takes less than 5 minutes each week!
Thank you so much for sharing my article, Akash!
Thanks Basma for the kind words, I'm glad you enjoyed the post.
Feedback is crucial and I think they should never make it to a performance evaluation, they should be treated way before it goes there.
It's good to hear that you're utilizing the "work log" to track your contributions, it's truly a life saver when it comes to performance evaluations and self evaluations.
I 💯 agree.
I have been struggling to put together a proper work log over the years.
But when I made a 5 minut per week task with a reminder on my calendar every Friday, it's becoming surprisingly simple and efficient.
I’ve always advocated for the idea of weekly “snippets”, since you benefited from it, consider influencing the culture at your organization. It can be your impact outside work item that will shine on your next perf!
In Microsoft, it is always recommended to provide impact in more than one area ( how you impact your growth, how you impact other people’s growth and how you use other people’s work for yourself). What do you think about this approach?