{"id":30259,"date":"2017-11-11T12:37:02","date_gmt":"2017-11-11T20:37:02","guid":{"rendered":"https:\/\/www.careersingovernment.com\/tools\/?p=30259"},"modified":"2017-11-15T10:54:00","modified_gmt":"2017-11-15T18:54:00","slug":"5-secrets-getting-great-performance-appraisal","status":"publish","type":"post","link":"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/about-gov\/education\/5-secrets-getting-great-performance-appraisal\/","title":{"rendered":"5 Secrets to Getting a Great Performance Appraisal"},"content":{"rendered":"

[et_pb_section fb_built=”1″ admin_label=”section” custom_padding_last_edited=”on|desktop” _builder_version=”3.0.76″ background_image=”https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2017\/11\/performance-appraisal1.jpg” custom_padding_tablet=”50px|0|50px|0″ padding_mobile=”off”][et_pb_row admin_label=”row” _builder_version=”3.0.47″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” _i=”0″ _address=”0.0″][et_pb_column type=”1_3″ _builder_version=”3.0.47″ parallax=”off” parallax_method=”on”][\/et_pb_column][et_pb_column type=”2_3″ _builder_version=”3.0.47″ parallax=”off” parallax_method=”on”][et_pb_divider height=”200″ disabled_on=”on|on|off” _builder_version=”3.0.47″][\/et_pb_divider][et_pb_text _builder_version=”3.0.76″ text_font=”PT Sans||||” text_font_size=”72″ text_font_size_tablet=”52″ text_font_size_last_edited=”on|tablet” text_text_color=”#ffffff” text_line_height=”1.1em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” max_width=”620px” custom_margin=”0px||0px|”]<\/p>\n

5 Secrets to Getting a Great Performance Appraisal<\/p>\n

[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ custom_padding_last_edited=”on|desktop” _builder_version=”3.0.47″ custom_padding_tablet=”50px|0|50px|0″ padding_mobile=”off”][et_pb_row use_custom_width=”on” custom_width_px=”1200px” custom_padding=”20px||0px|” custom_padding_tablet=”0px|||” column_padding_mobile=”on” parallax_method_1=”off” parallax_method_2=”off” admin_label=”row” custom_padding_last_edited=”on|tablet” _builder_version=”3.0.47″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” _i=”0″ _address=”1.0″][et_pb_column type=”1_3″ _builder_version=”3.0.47″ column_padding_mobile=”on” parallax=”off” parallax_method=”off”][et_pb_image src=”https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2017\/06\/Retouched-Karin-David-WinningWell-560_rt03_1x1.jpg” show_bottom_space=”off” align=”center” disabled_on=”on|on|” _builder_version=”3.0.47″ animation=”off” sticky=”on” _i=”0″ _address=”1.0.0.0″][\/et_pb_image][et_pb_text disabled_on=”on|on|” _builder_version=”3.0.47″ text_font=”PT Sans|on|||” text_font_size=”20″ text_text_color=”#02b875″ text_line_height=”1.2em” header_text_color=”#000000″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_orientation=”center” max_width=”140px” module_alignment=”center” custom_margin=”20px||0px|” _i=”1″ _address=”1.0.0.1″] KARIN HURT & DAVID DYE<\/a><\/span> [\/et_pb_text][et_pb_text disabled_on=”on|on|” _builder_version=”3.0.47″ text_font=”PT Serif||on||” text_font_size=”16″ text_text_color=”#363636″ text_line_height=”1.4em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_orientation=”center” max_width=”140px” module_alignment=”center” custom_margin=”10px||60px|” _i=”2″ _address=”1.0.0.2″] Karin Hurt and David Dye are keynote speakers and the award-winning authors of\u00a0Winning Well: A Manager\u2019s Guide to Getting Results Without\u00a0Losing Your Soul.\u00a0<\/i><\/a> [\/et_pb_text][\/et_pb_column][et_pb_column type=”2_3″ _builder_version=”3.0.47″ column_padding_mobile=”on” parallax=”off” parallax_method=”off”][et_pb_text _builder_version=”3.0.76″ text_font=”PT Serif||||” text_font_size=”24″ text_font_size_last_edited=”on|tablet” text_text_color=”#363636″ text_line_height=”1.5em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” max_width=”720px” custom_margin=”0px||0px|”]<\/p>\n

There are a lot of reasons performance appraisals can get wonky. Managers who don\u2019t take the time to get the input they need or are just not paying attention; Forced stack ranks that have glowing words, and a \u201cmeets requirements\u201d rating because there were too many other \u201cexceptional\u201d exceptional players in the mix; Or a boss who says, \u201cYou write it, I\u2019ll sign it.\u201d<\/p>\n

When it comes to performance appraisals, We\u2019re big believers in playing an offensive game. Gather the input you need and help your manager tell the story. You\u2019ve worked hard. Make sure your manager has the data to prove it.<\/p>\n

Focus on the MITs (Most Important Things)<\/h4>\n

Of course, the best way to have a great appraisal is to have a rock star year. To exceed expectations, be sure you know what really matters to your boss. At the beginning of the year, ask your manager, \u201cwhat would it take for me to have an incredible year\u2014to blow your mind with my performance? What would real success look like?\u201d Be sure to get specific. There\u2019s a lot on your plate. Be sure you understand the biggest priorities.<\/p>\n

[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ background_color=”#f7f7f4″ _builder_version=”3.0.76″ background_image=”https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2017\/11\/perfomance-appraisal2.jpg” custom_padding=”0px||0px|”][et_pb_row make_fullwidth=”on” custom_width_px=”680px” use_custom_gutter=”on” gutter_width=”1″ custom_padding=”0px||0px|” make_equal=”on” column_padding_mobile=”on” background_color_2=”#efefe9″ parallax_method_1=”off” parallax_method_2=”off” _builder_version=”3.0.47″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” _i=”0″ _address=”2.0″][et_pb_column type=”2_3″ _builder_version=”3.0.47″ column_padding_mobile=”on” parallax=”off” parallax_method=”off”][\/et_pb_column][et_pb_column type=”1_3″ _builder_version=”3.0.47″ column_padding_mobile=”on” background_color=”#efefe9″ parallax=”off” parallax_method=”off”][et_pb_image src=”https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2014\/04\/juliana.performance.review.jpg” show_bottom_space=”off” _builder_version=”3.0.76″ animation_direction=”off” animation=”off”][\/et_pb_image][et_pb_text disabled_on=”off|off|” _builder_version=”3.0.76″ text_font=”PT Serif||||” text_font_size=”24″ text_font_size_last_edited=”on|phone” text_text_color=”#818178″ text_line_height=”1.4em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_orientation=”center” module_alignment=”center” custom_margin=”20%|10%||10%” custom_margin_tablet=”|10%||10%” custom_margin_last_edited=”on|desktop”]<\/p>\n

At the beginning of the year, ask your manager, \u201cwhat would it take for me to have an incredible year\u2014to blow your mind with my performance?<\/p>\n

[\/et_pb_text][et_pb_text _builder_version=”3.0.47″ text_font=”PT Sans|on|||” text_font_size=”12″ text_text_color=”#888888″ text_letter_spacing=”2px” text_line_height=”1.2em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_orientation=”center” module_alignment=”center” custom_margin=”20px||20%|” custom_margin_tablet=”20px|||” custom_margin_last_edited=”on|tablet” _i=”2″ _address=”2.0.1.2″] KARIN HURT & DAVID DYE [\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”3.0.47″ custom_padding=”0px||0px|”][et_pb_row use_custom_width=”on” custom_width_px=”1200px” use_custom_gutter=”on” gutter_width=”4″ custom_padding=”20px||0px|” custom_padding_tablet=”0px|||” column_padding_mobile=”on” parallax_method_1=”off” parallax_method_2=”off” parallax_method_3=”off” parallax_method_4=”off” admin_label=”row” custom_padding_last_edited=”on|tablet” _builder_version=”3.0.47″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” _i=”0″ _address=”3.0″][et_pb_column type=”4_4″ _builder_version=”3.0.47″ column_padding_mobile=”on” parallax=”off” parallax_method=”off”][et_pb_text _builder_version=”3.0.76″ text_font=”PT Serif||||” text_font_size=”20″ text_font_size_last_edited=”on|tablet” text_text_color=”#363636″ text_line_height=”1.4em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” custom_margin=”60px||0px|” custom_margin_tablet=”40px||0px|” custom_margin_last_edited=”on|tablet”]<\/p>\n

Meet regularly to check in<\/h4>\n

We\u2019re big believers in weekly huddles to check in, see more about how to have a great one-on-one with your boss<\/a><\/p>\n

Bring on the Data<\/h4>\n

When you know it\u2019s performance appraisal time, make it easy on your boss and organize the data that proves you\u2019re a rock star.<\/p>\n

If you started out with a performance agreement, or list of goals and measures, share how you have met or advanced toward these points. If not, you can still take the lead and share tangible results with your boss. Highlight some of your key accomplishments, and remember that the tangible results are the most important part of the performance appraisal.<\/p>\n

Focus on Outcomes<\/h4>\n

One of the biggest mistakes we see employees make when submitting their accomplishments is that they focus on WHAT they did, rather than the IMPACT it had.<\/p>\n

How did margin improve as a result of your project? What is the retention and success rate of the new hires you mentored? Avoid highlighting results that just measure activity that is out of context of the larger goal. \u201cI visited 25 locations.\u201d \u201cI trained 15 classes,\u201d are not outcomes.<\/p>\n

Share Your People Wins<\/h4>\n

When we ask our keynote audiences, \u201cWhat are you proud of about your work here, that you wish your boss truly understood?\u201d The answer is almost universally, \u201cThe work I do developing my people\u201d Don\u2019t be afraid to share your people and relationship related accomplishments.<\/p>\n

A recent study by TribeHR of 20,000 employees<\/a> found 85% of the recognition employees receive throughout the year comes from peers, not bosses. And, the amount of recognition correlates to end-of-year raises. Don\u2019t be afraid to include some excerpts of thank you emails and other peer recognition to round out your story.<\/p>\n

You worked hard to make a contribution. Helping your manager have the information they need to write a great performance review (assuming you\u2019ve had a great year) is not bragging, it\u2019s useful.<\/p>\n

[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”3.0.47″][et_pb_row use_custom_width=”on” custom_width_px=”780px” custom_padding=”0px|0px|73.90625px|0px” column_padding_mobile=”on” parallax_method_1=”off” _builder_version=”3.0.47″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” _i=”0″ _address=”4.0″][et_pb_column type=”4_4″ _builder_version=”3.0.47″ column_padding_mobile=”on” parallax=”off” parallax_method=”off”][et_pb_text _builder_version=”3.0.47″ text_font=”PT Serif||||” text_font_size=”36″ text_font_size_tablet=”26″ text_font_size_last_edited=”on|tablet” text_text_color=”#363636″ text_line_height=”1.4em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_orientation=”center” module_alignment=”center” custom_margin=”||70px|” _i=”0″ _address=”4.0.0.0″] Want new articles before they get published? Subscribe to our Awesome Newsletter. 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There are a lot of reasons performance appraisals can get wonky. Managers who don\u2019t take the time to get the input they need or are just not paying attention; Forced stack ranks that have glowing words, and a \u201cmeets requirements\u201d rating because there were too many other \u201cexceptional\u201d exceptional players in the mix; Or a boss who says, \u201cYou write it, I\u2019ll sign it.\u201d <\/p>\n","protected":false},"author":3272,"featured_media":30262,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"","_cbd_carousel_blocks":"[]","_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[17],"tags":[41],"class_list":["post-30259","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-education","tag-career-advice-2"],"acf":[],"yoast_head":"\n5 Secrets to Getting a Great Performance Appraisal - Careers in Government<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/about-gov\/education\/5-secrets-getting-great-performance-appraisal\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"5 Secrets to Getting a Great Performance Appraisal - Careers in Government\" \/>\n<meta property=\"og:description\" content=\"There are a lot of reasons performance appraisals can get wonky. 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