Gearing up for the Appraisal!!

Come April and appraisals stare you in the face. And the best time to start preparing for them is now. Don't wait for the last minute -- it will only make you more anxious. Remember, the right attitude and the right preparation can help your appraisal go smoothly.

"Many people dread their performance appraisal," says 28-year-old Delhi based HR manager, Anuj Raheja. "But it shouldn't be like that. To bolster your chances for a good review and a potential raise or advancement, solid year-round preparation is critical."

Ongoing process

Performance appraisals should be an ongoing developmental process, instead of a formal once-a-year review. It must be closely monitored by both the employee and reviewer to make sure targets are being met. By preparing yourself diligently all through the year, and demonstrating cooperation with your reviewer to develop your role, you will create a positive impression.

"Keep your eyes open all year for things you can list as accomplishments on your review. Take courses. Keep abreast with emerging technology to impress your boss. If opportunities to broaden your knowledge/ skills come up during the year, don't wait for your supervisor's invitation to take advantage of them," advises Chetna Johari, 27, a computer engineer.

"You need to move purposefully through your career," says Rishi Gupta, 29, a manager in a telecom company. "You have to continuously show a sense of lifelong learning."

Unfair appraisal last year?

Performance appraisals often are not exactly what we expect or want. Frequently, the emphasis tends to be on what you did not do or what you did wrong, rather than on accomplishments. Somehow, your boss may have a tendency to let the negative dominate.

Your last appraisal is history. However, your next appraisal is still in the future and you can do a lot to influence what your boss has to say then.

Dissecting your last appraisal

Look at the method by which you were rated. List the areas that seem to be important to your boss. Consider your performance over the last year and plan accordingly for the next year:

1. What have you done well?
2. How could your performance be improved?
3. Were there any organisational/ management issues that affected your performance?
4. How could these be resolved?
5. How well did you contribute to the performance of your team?
6. Were your training and development needs met?
7. What are your continuing development needs with respect to your job?
8. How will they be met?
9. What are your long-term career goals?

Prepare for your next appraisal

"In order to assess your own performance objectively, try viewing it from your manager's perspective. Be conversant with the company's assessment policies and study the performance appraisal documentation carefully. Go through it step-by-step, anticipating comments and preparing your responses," advises Rishi.

Understand your main role. What knowledge, skills and attitude do you need to be successful? Quantify your achievements as far as possible and document how they have contributed to the organisation's success. What has gone less well? What can you do better?

"Document your difficulties as and when you encounter them all through the year. This way, come appraisal time, you will be in a position to discuss them authoritatively," says Chetna.

Think about the future.

How would you like your career to progress? What experience, knowledge, skills and attitude do you require to develop to help you achieve your goals? What support do you need from your manager, your colleagues and your company to improve your current job performance? What additional responsibilities would you like to take that will help you develop professionally?

Speak up about your accomplishments

Most performance reviews include a self-appraisal section where you should enumerate your year-long successes. "People often have a really hard time talking about themselves in a positive way," observes Anuj. Put that aside. "This is a business exchange. These are things you've worked hard for, and you want to bring them to the table," he says.

Compile documentary evidence to support your assertions, eg e-mails, letters, press releases, newspaper articles, testimonials, etc. Make a list of all conferences, seminars and training courses you've attended.

Brush up your negotiating skills

Preparation is the key if you're aiming for a raise or a promotion. Read up on negotiating strategies. Ask your boss about your company's promotion policy, so you can gain the knowledge and experience required to advance. "Also, ask your boss how he/ she moved up in the company and about the challenges he/ she overcame," says Chetna.

Take the positive and the negative

Even with all your preparation, your performance appraisal is unlikely to be entirely positive. "Obviously, whoever is doing your review will look for both strengths and weaknesses," says Rishi. The employee must be prepared for that and say how they plan to improve. Don't react emotionally to the negatives -- remaining businesslike throughout the review is important.

Make specific, measurable, realistic goals

Make a list of things you plan to accomplish prior to the next appraisal period. Put it in writing. Each item on your list should be specific, measurable and realistic.

For example, if you want to improve the number of times you come to work late, you can state it as: "Reduce the number of days I am late for work to no more than two per month". This is both specific and measurable.

To be realistic, the goal should be something you have to stretch for, to attain, but it should not be something you have to kill yourself to accomplish.

How your boss can help

Ask your boss to block some quiet time when he/ she will not be interrupted as you have something important to discuss with him/ her. Start the discussion by expressing concern with your last appraisal.

Take care not to attack your boss or criticise the previous appraisal. "Be open and cooperative. Acknowledge problems and deal positively and maturely with criticism. Avoid giving the impression that you're on the defensive. It's better to downplay the previous appraisal and concentrate on ways of making the next one better," says Rishi.

Reach an agreement with your boss

Discuss with your boss the list of goals you have made for the next period. Give him/ her a chance to indicate if your list needs to be modified. The final list should be jointly compiled. "Ask for clarifications wherever necessary. If you feel that targets are unrealistic, say so sensitively," advise Chetna.

Agree upon when your progress towards your goals will be measured and how the results will be reported. This will help ensure your next performance appraisal will be based on objective and documented data.

By putting your goals in writing, and making them specific, measurable, and realistic, you will be indirectly teaching your boss to appraise you more objectively without even mentioning the fact that his/her last appraisal was subjective and undocumented. Remember, the key is to keep the conversation future-oriented.

Follow-up

Keep a file to remind you of the dates on which to measure progress on your goals. After checking it, report to your boss to keep him/ her informed of your progress. "This will demonstrate you are seriously working towards the goals. It will also subtly remind your boss of his/ her obligation to do his/ her part of the reporting," says Anuj.

We all perform to the best of our ability when we know exactly what is expected of us, when we know we are valued and supported, when we know where we are going, and when we receive regular feedback on our progress.

Improving your performance appraisal need not be left to chance. You can play an active role. Make appraisals your friend by preparing for them beforehand. Your time starts now.

9 Questions To Ask An Unhappy Employee!!

If you want to get to the root of the problem with an unsatisfied employee, try asking these questions from HR expert Timothy Augustine . Honest answers to these questions -- and your subsequent actions -- could mean the difference between keeping or losing a star employee.

1 - If you could change one thing about out company what would it be?
The truth may hurt, but you need to ask. The answer could reveal something that is fundamentally wrong and that could be affecting other employees, as well.

2 - How do you feel the company and your team are doing?
The response will help you gauge how confident your employee is in what's going on at the company.

3 - How do you feel I am doing as your supporting leader?
In other words, what can you start or stop doing to make the employee's job more enjoyable and successful.

4 - Do you receive sufficient feedback about your performance?
Performance and merit reviews are not the only times you should offer feedback. Feedback is a continuous process which, when given consistently, can help an employee improve his performance and satisfaction with his job.

5 - What is most satisfying about your job?
Discovering what is most satisfying will help you better understand your employee's motivations and may even allow you to enhance the tasks or roles the employee enjoys most.

6 - What is least satisfying about your job?
On the flip side, discovering what is least satisfying about the job could reveal the need to reassign the employee to a different position or team.

7 - What would you change about your job?
Suggestions in this category can help you reevaluate the job's overall requirements and pave the way for improving any employee's satisfaction in that role.

8 - Do you receive enough training to do your job effectively?
Inadequate training can result in dissatisfaction with one's work and directly affect an employee's confidence.

9 - How can I or the firm help you fulfill your career goals?
Showing that you have a clear plan for career enhancement is one great way to retain a star worker.

10 Reasons Why One Should Leave Work at 6:00 PM

1. Employment letter stated that working hour finish at 6:00 PM
2. Work is a never-ending process even you stay until next morning you will never finish it.
3. Humans are not robots and even robots/machines needs rest despite which they may confront breakdown problems.
4. You love your career, but your family is even more important in your life.
5. If you failed in your life, your boss is not going to be the one who would lend helping hand whereas your family would definitely offer help.
6. You do not want to screw up or make your life miserable because of your job.
7. If a person who disagree to the above formulation, we think he/she is a loser who has no life, heartless, doomed workaholic, etc. He/She deserves the 'Best Employee of The Year Award."
8. You don't give a damn if your boss fires you.
9. For the Chinese, remember this "House in the East no longer keep you, Then just move to the West House."
10. Monthly Salary=Work from 9:00 AM - 6:00 PM

• If 6:30 PM=Rs.0.00+0 Bonus+0 Appreciation+Bad Health+Bad Social Life+Poor Family Relationship.
• Equal to:Unproductive Employee+Performance Drop+Company Reputation Drops+Retrenchment Rate Increases+Resignation Rate Increases

The Perfect Boss!!

There were about 70 scientists working on a very hectic project. All of them were really frustrated due to the pressure of work and the demands of their boss but everyone were loyal to him and did not think of quitting the job.

One day, one scientist came to his boss and told him - Sir, I have promised to my children that I will take them to the exhibition going on in our township. So I want to leave the office at 5:30 pm. His boss replied "OK, You're permitted to leave the office early today".

The Scientist started working. He continued his work after lunch. As usual he got involved to such an extent that he looked at his watch when he felt he was close to completion. The time was 8.30 PM.

Suddenly he remembered of the promise he had given to his children.

He looked for his boss, he was not there. Having told him in the morning itself, he closed everything and left for home. Deep within himself, he was feeling guilty for having disappointed his children. He reached home. Children were not there.

His wife alone was sitting in the hall and reading magazines. The situation was explosive; any talk would boomerang on him. His wife asked him, "Would you like to have coffee or shall I straight away serve dinner if you are hungry.

The man replied "If you would like to have coffee, I too will have but what about Children?"

Wife replied "You don't know? Your manager came here at 5.15 PM and has taken the children to the exhibition"

What had really happened was ... The boss who granted him permission was observing him working seriously at 5.00 PM. He thought to himself, this person will not leave the work, but if he has promised his children they should enjoy the visit to exhibition.

So he took the lead in taking them to exhibition. The boss does not have to do it everytime . But once it is done, loyalty is established.

That is why all the scientists at Thumba continued to work under their boss even though the stress was tremendous.

By the way, can you hazard a guess as to who the boss was..?

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.....

....

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He was none other than the mastermind behind India 's successful nuclear weapons and missiles program.

Dr. APJ Abdul Kalam, Former President of India.

The "Less than Perfect" Resume

These classic tidbits were taken from real resumes and cover letters and were printed in the July 21, 1997 issue of Fortune Magazine:

1. "I demand a salary commiserate with my extensive experience."

2. "I have lurnt Word Perfect 6.0 computor and spreadsheet progroms."

3. "Received a plague for Salesperson of the Year."

4. "Reason for leaving last job: maturity leave."

5. "Wholly responsible for two (2) failed financial institutions."

6. "Failed bar exam with relatively high grades."

7. "It's best for employers that I not work with people."

8. "Let's meet, so you can 'ooh' and 'aah' over my experience."

9. "You will want me to be Head Honcho in no time."

10. "Am a perfectionist and rarely if if ever forget details."

11. "I was working for my mom until she decided to move."

12. "Marital status: single. Unmarried. Unengaged. Uninvolved. No commitments."

13. "I have an excellent track record, although I am not a horse."

14. "I am loyal to my employer at all costs...Please feel free to respond to my resume on my office voice mail."

15. "I have become completely paranoid, trusting completely no one and absolutely nothing."

16. "My goal is to be a meteorologist. But since I possess no training in meterology, I suppose I should try stock brokerage."

17. "I procrastinate, especially when the task is unpleasant."

18. "As indicted, I have over five years of analyzing investments."

19. "Personal interests: donating blood. Fourteen gallons so far."

20. "Instrumental in ruining entire operation for a Midwest chain store."

21. "Note: Please don't miscontrue my 14 jobs as 'job-hopping'. I have never quit a job."

22. "Marital status: often. Children: various."

23. "Reason for leaving last job: They insisted that all employees get to work by 8:45 a.m. every morning. Could not work under those conditions."

24. "The company made me a scapegoat, just like my three previous employers."

25. "Finished eighth in my class of ten."

26. "References: None. I've left a path of destruction behind me."

Ego And The Career!!

An "I am right" attitude imposes a barrier on assimilation of wisdom from others and the environment

The dictionary meaning of ego is "I; self of any person; self esteem". However, "egoistic", means conceit and an exaggerated sense of self!

On a day-to-day basis, we come across various forms of ego -- whether it is at home, on the streets or at the office. However, putting up with someone else's enormous ego for a long period of time can be unbearable!

We often notice other people's ego and blame it for things that can go wrong in our lives. For example, if your boss is egoistic, you hold him responsible for lack of your career advancement. You fault your peers for delaying team effectiveness if they have large egos. And, finally, you accuse subordinates of hampering your efficiency if they have inflexible personalities. But, how many times do we actually introspect and recognise the limitations set by our own ego?

Egos are relative. Your ego maybe small in comparison to some and your self-esteem maybe too high. What is vital is, whether you are allowing your ego to get in the way of your development. This is not easy, especially since it involves making an honest assessment of your pattern of reaction as well as your ability to get past yourself and sacrifice your ideas for the sake of others. The influence of ego on a career can be seen in various forms:

1. Inability to accept your mistakes -
This is the most common result of an exaggerated ego! When we refuse to accept our own follies we think that is because we are right! When others do it, we naturally tend to attribute it to their ego. Step back and judge whether you are being adamant because self-esteem is not letting you acknowledge your own errors. It is not easy to be objective and, at such times, seek help from a colleague or trusted friend to observe whether there is a repeated pattern in your conduct.

2. Inability to see another's point of view -
Even if you claim to have a realistic self- image, consciously put yourself in another person's shoes and reflect. We have a tendency to be intolerant during disagreement and dissent. A sizeable ego only amplifies this and it becomes difficult to incorporate another person's judgement into one's own. Your character traits can be an obstruction in tolerating attitudes and ideas that oppose yours.

3. Inability to work in a team -
The natural fallout of the above is the inability to foster successful teamwork and cultivate team spirit if you cannot get past the sense and love of yourself! Team effectiveness is usually sensitive to the behaviour of its members and leaders. Any display of self- rightousness or arrogance is bound to affect the unit and create an atmosphere of discord with low or no cooperation from its members.

4. Influence on decision making -
Often, the ego gets in the way of gathering views and ideas. Increase in work pace, sometimes forces managers to take instant and independent decisions, getting caught up with constraints and circumstances without accommodating divergent thoughts and feelings. But if one is unable to acknowledge one's inadequacies or lack of capability in some ways, conclusions and judgement can be impaired. Impartial resolution on matters requires one to be open minded and not self centred!

5. Limits learning -
Personality characteristics have a huge influence on one's learning. To gain knowledge from others, it is imperative to study how your individual qualities influence your ability to learn. An "I am right" attitude imposes a barrier on assimilation of wisdom from others and the environment. Be aware of how you let yourself be disadvantaged by your rigidity and inability to admit your shortcomings!

Dealing With An Insecure Boss!!

It is natural for managers to be difficult with their subordinates. Here is how to handle this tactfully

Recently, a senior executive from a large corporation was pointing out the pains of working with a highly egoistic boss. She said, "Since I am performing well and have been noticed by other seniors, my direct boss seems to be threatened by me. He controls everything and doesn't part with pertinent information without difficulty. Nothing I do these days is right for him."

It gets harder to work with someone who is suspicious, distrustful, and difficult to please. Professional life can be made miserable by an insecure or self-absorbed superior.

In day-to-day functioning, it is stifling to be directed by a leader, who is easily threatened. Many CEOs complain about how lack of self-confidence in a supervisor ruins team spirit and erodes organisational culture, not to mention jeopardising productivity.

How many times have you felt that your bosses' weaknesses and gaps have directly impacted you? What manifestations of your supervisor's low self-confidence do you deal with regularly? Do the following ring a bell?

1. Continuous discouragement of your initiatives and very little appreciation of your work.
2. Year on year lame excuses for lack of promotion or low bonus.
3. Public mockery of your ideas, but private appreciation of your abilities.
4. Rejecting your input only to later represent them as his/her idea.
5. Constantly reminding you of your shortcomings and slip-ups.
6. Denying you of the more challenging assignments without giving you the benefit of doubt.

Of course, these are generalised stereotypes and every trait need not necessarily imply a boss lacking in self-esteem or considering you as a potential threat! There should be several other indications to conclude that your manager is sceptically watching you.

1. Diagnose, don't overread -
It is essential not to get carried away by a rebuke or debate and term it "conspiratorial". Make sure you detect whether the hard time you are subjected to is for a personality lapse in your boss and not a genuine correction of blunders.

2. Respond, not react -
In a situation where you feel your boss is behaving immaturely, take a sharper view and respond rationally, not impulsively. Try to ignore the smaller issues and focus on those things that impact you or your professional progress directly.

3. Communicate -
If a situation continues to deteriorate with time, it's a good idea to communicate your discomfort to your manager. It is important for him/her to know that you recognise a pattern and will not stand up for professional unfairness. Dig deeper to understand what emotions and feelings your boss is coming from before you swoop down to get even!

4. Involve others in your work -
If you are being seen as a danger to your supervisor's position, you should make sure that your work and ideas are known to peers / colleagues / subordinates. This way, it does not allow your manager to play foul and gives you alibis or witnesses to your efforts. Build allies so that you do not feel vulnerable and cannot let your superior position you poorly within the team.

5. Other mentors -
Don't rely on your boss being your sole mentor and coach. It is good to have mentors other than your boss, who can guide and help you strategically build your career in an organisation. The mentoring process can get diluted with an advisor playing havoc if he ceases to see you as a protégé and begins to view you as his competitor!

To begin with, the boss-subordinate relationship is a highly tested one. It is almost natural for managers to have negative illusions of their subordinate's intentions. However, when the work environment is made tougher because you are being seen as a risk to your boss' career, then it is better to start appropriately dealing with the differences.