A performance appraisal is a meeting between you and your line manager that usually takes place at least once a year. This is a chance for a two-way discussion. Highlighting the areas that you are doing well in and where you might also need to improve.
If you have any issues/concerns that you need to bring up with your line manager, this is the time to raise them.
Flag your achievements
Performance appraisals are always a good opportunity for you to flag your achievements to your manager, particularly if you are hoping for an increase or promotion or additional training.
Performance appraisals are ongoing processes; your manager should not wait a whole year to ‘red flag’ something that you are not doing correctly they are designed to help you and your manager should give you prior notice if there are any serious issues that need to be discussed. Being criticised is never nice but often it can actually help your personal and professional development.
Always prepare for this appraisal!
Monitor your own progress throughout the year too; keep your objectives in mind and measure how you are working to meet them or how you have exceeded them.
During the appraisal keep the conversation focused on you, you want to try and get as much out of this meeting as possible. Make notes beforehand of everything you want to bring up so you are sure not to forget when you are in this meeting.
Always explain what you think you can add to the using the evidence you gathered before the meeting.
Proof of positive results speaks volumes.
After the appraisal, keep a copy of your managers’ notes for future reference. Don’t always wait for another year before you want to talk to your manager again. It is always good practice to sit down with your manager and have an informal talk every few months or so so that you are both on the same page.