How to Make the Most Out of your Performance Appraisal

For many employees, the appraisal season is a time to receive due recognition for their hard work. But for others, “performance appraisal” might be synonymous with stress.

“What if I receive an appraisal that is inaccurate, incomplete, or even sloppy?¹”  “What do I do if I disagree with the outcome of my appraisal?²”  As an employee, these are just a few questions that could be weighing on your mind. 

If such issues go unresolved, they could lead to conflict and misunderstanding in the workplace.

By taking a proactive approach to your appraisal, you can do your best to make sure your results are fairly assessed by your bosses, and that the appraisal experience is, overall, a constructive one.

In other words, you can and should also play a part in being accountable for your performance and growth. So, how should you prepare for your appraisal?

Be Proactive

Prepare a comprehensive list of outcomes, achievements and targets accomplished in the year. Avoid relying on your "gut feeling”. Instead, clearly substantiate your points with objective evidence and data, if any.

Additionally, take the time to reflect on any unmet goals, considering reasons behind them and identifying areas for improvement, without making excuses. Keep a good and consistent record of your contributions throughout the year. You can also prepare a record of positive acknowledgements of your work from your bosses or colleagues.

The bottom line is that preparing for your appraisal need not be a year-end process but rather an accumulation of consistent efforts throughout the year.

Follow Up Promptly

Once your appraisal is over, you may still have some concerns or queries relating to the outcome.

In such cases, consider initiating a follow-up via your firm’s post-appraisal feedback process, or simply speak with your supervisor.

Before the meeting, prepare your list of concerns. These should be specific, clear and objective, as well as substantiated with factual evidence. Refrain from emotional outbursts and make comparisons based on performance indicators that are part of the appraisal. Staying objective will add to your credibility, and increase the likelihood of a positive outcome. 

Be Open to Feedback

Apart from giving employees a chance to be recognised and rewarded, appraisals are opportunities to identify key areas for training and development. This will create new avenues for career growth and advancement – which is why it is important to be open to feedback.

When a boss delivers “negative” feedback, for example, view it through a constructive lens, rather than a defensive one. Adopting a growth mindset instead of a fixed mindset  will help create opportunities for self-improvement and propel you towards your career goals. This also means acting on the feedback you receive. In the lead-up to the next appraisal, be conscious about improving – and take demonstrable steps towards it. Keep in mind that your boss has an overview of the overall performance and outcomes of your team, and his/her feedback may be calibrated and adjusted to that.

Your performance evaluation should reflect the cumulative result of your consistent efforts throughout the year. And if done well, it can help you achieve both career and personal growth. Mindset matters. As you go into your appraisal, be objective, accountable, and constructive – and reap the benefits. 

^{[1] https://www.todayonline.com/singapore/sloppy-work-appraisals-can-be-grossly-unkind-says-social-services-champion-gerard-ee-2158391}

^{[2] https://www.straitstimes.com/singapore/jobs/askst-jobs-what-to-do-when-you-disagree-with-your-performance-appraisal-at-work}