A TIME TO REFLECT ON YOU
How to make the most out of your review

It's a corporate ritual that has become as much feared as it has loathed. It is the annual performance review. However, annual reviews can and should be a rewarding experience for all involved.

One of the biggest mistakes many people make with reviews is seeing them as a nerve-racking experience they must endure, hopefully without too much criticism from their superiors, and perhaps a bit of praise if their lucky. 

"It's a natural feeling to be nervous about one's review," says Alexandra Ritchie, Manager of Human Resources at Mandrake. "However, an organization should be as up front as possible during the course of the year about any performance issues to eliminate any surprises in the review. In addition, individuals should be fully prepared by the company for what is involved in the process. The more prepared you are, the more confident you are! The comfort level with reviews also comes with the experience of knowing what they're all about."

What a review is definitely not about is being meek or modest. It's important to establish what you've done for the company over the past year and what you can do in the upcoming year. Your Manager may not be aware of all that you've accomplished and your worth to the organization. 

"The objective of the review process should be to formally recognize and discuss a person's performance and contributions, to identify development areas and to share honest feedback, praise and any constructive criticism," says Ritchie. 

"It is a time for the Manager to assess the best way to stretch that individual's potential for the year ahead, creating job satisfaction both for the employee and the employer." 

Be certain you can walk into your review able to demonstrate the assets you have delivered and continue to deliver to the company. Moreover, if seeking a raise or promotion, an assertive review strategy is key in making your case. However, ensure what you're asking for is reasonable and don't expect everything to be decided at the time of the review. 

Some areas to consider when preparing for your review include:

• How do you demonstrate effective skill within your role?
• How have you produced quality work within required deadlines?
• How have you demonstrated timely follow up to requests?
• How have you met your set objectives?
• How do you demonstrate effective communication with all parties you interact with on the job?
• Are you enthusiastic and display a positive attitude? How?
• Are you approachable and encourage others' professional development? How?
• How do you espouse the organization's values and add to its culture?

For employees at Mandrake, the annual review process takes place over a six to eight week period - usually near the end of the fiscal year. 

"The reviews are taken seriously at Mandrake, focusing on the past year's achievements and accomplishments, then turning the focus to the future with set objectives, personal goals and development areas." said Ritchie. "Both the individual and their Manager are required to do preparation prior to the review in order for maximum feedback and assessment." 

Another useful technique to obtain feedback employed at many organizations, as well as at Mandrake, is the 360-degree review. "A 360 is a confidential and anonymous assessment done by a group of one's colleagues," said Ritchie. "The person obtains honest feedback from a complete 'circle' of peers and co-workers and not just by their own Manager. It helps the individual understand how they are perceived by others and identifies patterns of behaviour and areas for development not always obvious to the person at hand."

It is also important that individuals have less formal periodic reviews during the course of the year. Ritchie explains that some of the methods used at Mandrake include three-month reviews for new employees to identify the progress and fit of the position originally outlined at the time of employment, as well as six-month reviews if an employee or Manager feel issues need to be identified. 

With the right attitude, performance reviews will not only allow you to take stock in your current position, but can also be an excellent time to gauge the progress of your career as a whole. 


We welcome your feedback on these articles.  Please e-mail us at pointofview@mandrake.ca .

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