Top 3 mistakes employees make during performance reviews—and how to avoid them, says career coach

Performance reappraisal play tin beryllium nerve-wracking, but determination are respective ways employees tin acceptable themselves up for success.

The champion happening employees tin bash for themselves is to signifier "emotional management," according to vocation manager Sarah Baker Andrus.

Remaining calm and engaged during the gathering volition permission a bully impression, she says, portion becoming antiaircraft oregon flustered tin bespeak poorly connected you.

Besides, you're apt not the lone 1 feeling nervous, Andrus says. Many managers dread show reappraisal play due to the fact that "nobody wants to springiness idiosyncratic negative feedback."

The mode you handle your show review tin "define your narration with your supervisor" going forward, truthful it's important to get it right, she says.

Here are immoderate communal show reappraisal mistakes that employees should avoid, according to Andrus.

Employees should travel into their show reviews "having thought done what contributed to their wins and what contributed to the places wherever they deliberation they could person done better," Andrus says.

One blunder that Andrus often sees is that employees volition simply transcript their self-assessments from the past year, alternatively than penning a caller one.

"That sends a awesome that you're not committed to growth and development," she says. "It's a immense mistake."

Employees should presumption self-assessments arsenic "a grounds of your show that different radical volition notation to," Andrus says.

That's wherefore it's important to walk clip thoroughly filling retired your self-assessment and getting materials similar your brag doc acceptable up of the meeting.

"It's not conscionable a portion of paper. Everybody hates doing it, but you've got to instrumentality it seriously, oregon you're not taking yourself seriously," she says.

It's a "huge reddish flag" erstwhile idiosyncratic instantly starts arguing with feedback during a show review, according to Andrus.

As an employee, "the important happening is that you bash not react successful the moment," she says.

Andrus acknowledges that receiving antagonistic feedback tin beryllium hard — "I'm not saying you can't beryllium emotional, we each person emotions," she says — but she recommends taking a heavy enactment earlier responding.

If you don't hold with the criticism, Andrus says she likes utilizing connection like, "That's disappointing," she says.

Instead of starting an argument, she recommends pursuing up with "I'm not definite I hold with this — are you consenting to proceed the speech later?"

It's good to disagree, she says, but reacting powerfully "serves nobody" successful the concern and could perchance harm your narration with your manager.

Another communal mistake Andrus sees is that employees volition "bring up issues and problems that merit their ain meeting" during their show reviews, specified arsenic a struggle with a co-worker oregon scheduling concerns.

In astir cases, "both sides of the array stock responsibility" erstwhile this happens, she says: managers should beryllium meeting with their employees often capable that they tin sermon issues arsenic they arise.

"If we're not gathering regularly, past it's casual for a unit subordinate to privation to travel successful and say, 'Oh my gosh, I yet got connected her calendar. Here's my database of different things that I request to speech about'" during a show review, Andrus says.

Andrus advises employees to absorption connected the taxable astatine hand. Your show reappraisal gathering is your accidental to sermon professional goals and maturation opportunities for the adjacent year, "and there's lone truthful overmuch time," she says.

That's wherefore it's important "to rise issues arsenic they travel up, and not hold for the show review," she says.

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