I've never had a formalized performance review.

7 Comments

1. AnonymousJuly 18,2022 at 6:06PM UTC

   I would start by jotting down role responsibilities and any changes to your job over the years. What have you brought to the table in terms of accomplishments, additional business etc.? Anything that you can do to highlight your skills would be of benefit. Depending on how the meeting progresses, have a few questions ready about what you can do to meet or exceed expectations. Use the opportunity to your benefit to learn more about the company or your manager's requirements.

2. AnonymousJuly 18,2022 at 6:10PM UTC

   Ask for a sample of the performance review template so you can at least familiarize yourself with the top line items for discussion.

3. AnonymousJuly 18,2022 at 6:17PM UTC

   Please go to this meeting prepared to document everything that is said. I'm concerned that you (1) were blindsided by a meeting request with just 3 hours' notice; (2) there doesn't seem to be a known process that you and others are following for this new review process, including advice for how employees approach your part of the review. Does your employer have an HR department or even one HR person who is overseeing this? I hope this isn't the case, but my gut says you might be presented with information that is new to you and feedback that you've never heard or had a chance to address. Please let us know how it goes.

4. Anastasia MatosJuly 18,2022 at 7:48PM UTC

   I would make sure to have a list ready of accomplishments or skills you've provided to the company. These reviews are usually the time when a director will give you your accolades and constructive criticism. It's also a good time for you to talk about what's been going well for you or things you could use help on, as well as the opportunity to bring up promotions, raises/salary, and your roles, duties and job title to your superiors.

5. AnonymousJuly 18,2022 at 9:14PM UTC

   3hrs???!!! sheesh. That sounds pretty disorganized. Or maybe you just happened to start within a few weeks when appraisals are typically done. If you are less than 3 months in, there really is nothing to prepare for because you have not been there long enough. If more than 6 months, your manager should have already asked for a list of your achievements for the past 6mths or 12 mths depending on the frequency. The next time you have a little bit more time, always have your accomplishments for every 6 months prepared and ready to send before the actual meeting, so it gives your boss a chance to discuss and properly include in your appraisal

6. Joanne RosenJuly 18,2022 at 9:20PM UTC

   We tell our clients, once they have a resume filled with achievements that they had to dredge up from memories, to keep a notebook or digital file of achievements throughout the year. Also note when you cross train, or take a course, or learn something new.

   Go back, look at your job description, or find some on the internet that are similar, and look at what they "value" in the listing. Then, show how you shine at those.

   Good luck!

7. Courtney ChaffeeJuly 19,2022 at 3:28PM UTC

   Thank you, Everyone. A little bit of background, I've been with the organization for 1.5 years now. It's part of the nonprofit sector. This is a new Executive Director who has only been in the role since April and the former Executive took over my supervision when she noted some concerns between my former supervisor and myself (me getting all the 'shit' jobs).

   In the future, I am definitely going to start tracking and/or keeping a small journal of accomplishments, so it will be easier next time. I printed my job description and was working off that to discuss accomplishments.

   I did ask about timelines. All of the appraisals this year were rushed because our board just approved a cost of living wage increase that will be reflected on our next paycheck. They wanted to get everyone done before then to advise everyone of it. She disclosed that next year her goal is to be more organized with self-assessments sent beforehand to provide opportunities to reflect.

   I did take very detailed notes. I wasn't fully blind-sided by any details, but she brought up a 'concern' which was meant more to cover her previous lack of communications on the topic. Luckily, nothing I'm concerned about. I hope HR doesn't oversee Director level reviews because our HR really isn't an approachable person and enjoys making everyone else's work-life a lot more difficult.