A term used very often in trying to describe what an employee needs to do to get to the next level. Step up what? What is the next level? How do I complete one to get to the other? I just read a blog post on Brand Directions by Tom Moradpour (@TomMoradpour) titled ‘Why Annual Performance Reviews Suck And How Gaming Can Fix Them’. I agree with his points and especially that the regular annual performance review is outdated. These reviews do nothing to answer the aforementioned questions.
However before we go out and reconfigure and redesign our performance reviews one thing needs to be accomplished – employee comprehension. Comprehension of what you ask? Comprehension of their role, how it affects others, where their role leads and what it is they actually need to do to achieve growth. Up until this point the onus for this has fallen on the employer. Well it’s time to step up and I’m not talking about employers!
If an employer asks an employee what their role is and what they have to do to help the company reach its goals, they will probably be met with a blank stare. At best they will be given a vague statement. Not good. So employees here it is, step it up and take the reins on your career. Find out what your role is and exactly what it is you need to do. Don’t be afraid to ask questions, clarification of your path is essential. Don’t wait for your annual review; ask for feedback throughout the year on your results. Be sure you and your employer both understand what is expected of each other.
As with any relationship it is communication and understanding that leads to harmony. This is no different for working relationships. I am willing to bet that well understood expectations will itself help bring about better performance reviews.
Employers: Don’t build a review and work down. Start from the bottom and work towards a review.
Employees: Are you ready to step up?
