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Posts Tagged ‘performance review’

Three Glimpses At the Future of Work

FI One mand BandIn a galaxy not too far away, there’s a work-oriented future that looks more automated in terms of processes and procedures.

The Wall Street Journal reported on a glimpse of the future of HR from a conference held last week in Las Vegas. As more than 8,000 human resources executives and IT professionals convened, they heard about highlights of the future of work.

1. Surveys, surveys, surveys. Consulting firms are emerging selling various tools to help HR get more clued into morale and engagement. This means online surveys will ask employees how they feel about their boss, who they rely on for advice and if they were happy to come into the office on any given day.

Sounds like survey vendors are taking things up a notch by selling data to help employers not only interpret the information but act on it as well. Read more

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Four Ways to Make the Most Out of Your Performance Review

reviewAs we head into the home stretch now for 2014, one thing’s for sure: If your company’s fiscal year is also the calendar year, there’s no time like the present to kick things up a few notches to end things on a stellar note.

And by that we mean acing that year-end performance review. The only way to do that? Ace your work, of course. Here are a few pointers to rev things up…

1. Be proactive and meet with your boss. Instead of waiting for ubiquitous year-end meeting with your boss, go ahead and schedule a meeting next week. That’s right — next week. Specifically tell him or her you want to be rated exceptional and you want to focus on your work now rather than get feedback after the fact. Read more

Research Shows Gender Bias in Performance Reviews

menandwomenjpgWe just report ‘em as we see ‘em, folks so don’t shoot the messenger on this one, ‘k?

Per a report for Fortune, linguist Kieran Snyder examined performance reviews to see if she could quantify double standards on how men and women are evaluated at work.

She collected 248 performance reviews from 28 companies ranging from large technology companies to small startups. The results were startling: Critical feedback was generously given to women. That is, 87.9 percent of women received critical feedback compared to 58.9 percent of men. Read more

Three Ways to Keep Your 2014 Goals On Target

midnightCan you believe it’s almost July 4th weekend? We can’t believe it either! And in turn, that means the middle of the year is swiftly approaching.

As you reflect upon your goals and how you’re achieving them, there are three ways to rock out the next six months.

As pointed out in a piece by Amanda Augustine, TheLadders’ resident career expert, there a few key points to keep in mind… Read more

Five Ways to Make the Most Out of Year-End Performance Reviews

reviewAs the holidays approach, of course this means we’re heading into the latter part of 2013 at full speed!

For many employees, year-end signifies that annual performance review. As per this piece on U.S. News & World Report, there are a few pointers to make the most out of it.

1. Review. Sounds simple enough, right? Compare your original job description to your current responsibilities. In the piece Robin Reshwan writes,

“Find your original job description and evaluate each line to determine how you performed. Using a scale from one to five, rank your performance in each of the areas. If you give yourself a one, it means you had little or no skill in this area, while a five ranking means you excelled beyond other peers or similarly qualified professionals. This is not a time to be overly critical, but to note at least two examples that reflect your strengths and substantiate your rankings. Average all of your scores to get an overall picture of your contributions relative to the position requirements.”

2. Reduce. Not yourself, silly. Instead of perhaps going into your year-end meeting with your boss concerned about cutbacks and staff reductions, go in there confidently. In fact, go in there prepared. Figure out how you’ve perhaps managed to reduce time or costs on the job. Maybe your attention to detail minimized errors or your incredible efficiency reduced delays. She adds, “Any measureable reduction in time or costs is a benefit to your employer and a plus for your career options.”

3. Reward. Once you’ve outlined your value and made your case, figure out what you want as a reward. Of course, we know your employer may only have so much money to go around but go into that meeting thinking about additional ways to be rewarded. Maybe it’s more responsibilities or a change in your work. Maybe there’s training you can attend to bolster your skills on the company’s dime or industry events you can attend. Ask to be included in various meetings and business trips that interest you and ask for more exposure by expressing your interest in working with different departments.

4. Request. Although it’s easy to put off the meeting and not make it a priority, get it on your boss’ calendar! Make a meeting request sooner rather than later as frenetic holiday calendars start filling up. If your boss has a dozen or more reviews to give, wouldn’t you want him or her to meet with you while they’re fresh and alert?

She writes, “If your review isn’t until January, you may request a preliminary meeting to get insight into your manager’s perspective. This pre-meeting will allow you to rectify any performance issues before the actual review.”

5. Rewrite. After your meeting, recap the discussion along with anticipated action items. This will not only ensure you’re on the same page, it will give you the opportunity to address any miscommunication before the document’s officially signed, sealed and delivered to your HR department.

How to Make the Most Out of a Positive Performance Review (Got Perks?)

If you’re getting stellar feedback on your performance during your year-end review, congratulations! Aside from basking in the glow of a job well done, there are a few things to keep in mind.

Jodi Glickman, president of Great on the Job, Inc. told The New York Post to own it. “It’s okay to say, ‘I’m proud of my performance.’ Then ask, ‘What’s next?’” She advises being proactive and leveraging the opportunity to state something such as, “Here are three ideas for taking my game up next year.”

Although you’re owning it, remember you don’t own everything. Cynthia Shapiro, author of Corporate Confidential, says it’s not the most appropriate time to ask for a raise.  “You don’t want to be just another voice in a crowd of people who want more money.” Read more

How to Ask For a Raise

Let’s face it. When you work hard, as in really hard to exceed expectations and always meet deadlines, a great work environment is helpful but so is getting paid what you’re worth.

If you want to ask for an increase in base compensation, be tactful. First, write down tangible reasons why you deserve a raise. Simply stated, it’s not advisable to just go into your boss’ office and demand to be shown the money.

In today’s New York Post, Gregory Giangrande, chief HR officer at Time, Inc., indicates, “Write down the objective business reasons why you feel you deserve a raise — which could include how you consistently perform at a high level, generate revenue, etc.” Read more

How to Impress Your Boss in a Performance Review

Asking your boss for a performance review may sound scary, but it often comes with unexpected bonuses. For example, a review may give you the opportunity to highlight your own, perhaps unnoticed, accomplishments.

“If your boss isn’t involved in your day-to-day, she might not know what you’re working on,” said Rachel Dotson, content manager for “A review forces her to sit down with you, so you can communicate your impact and value to the company.”

To really impress your boss, prepare in advance a list of individual accomplishments or your role in team accomplishments.

Check out more tips in the latest Mediabistro AvantGuild article, 5 Reasons to Ask Your Boss for a Review. [subscription required]

Andrea Hackett