Edward Nova’s Post

It's Performance Appraisal Time Performance appraisals are a pivotal part of professional life, offering an opportunity for growth and reflection. Yet, for many, they evoke a sense of anxiety and fear. This apprehension is entirely natural, but it's important to address it constructively. Employees: Before the appraisal, take time to reflect on your achievements, challenges, and areas for improvement. Document your successes and how you've met or exceeded your KPIs. Use the appraisal as a chance to set clear, achievable goals for the future. Align these with your career aspirations and the company’s objectives. If feedback is unclear or you need more details, don't hesitate to ask for specific examples and suggestions for improvement. Approach the appraisal with an open mind, ready to listen and learn. Remember, it's about your professional development. The journey of growth is continuous, and every step forward is a step towards our collective goals. #performanceappraisal #professionaldevelopment #growthmindset

Preeminent professionals within their industries have demonstrated that soft skills — also known as power skills — are the tickets to career fortune. While all soft skills are needed in some way or another, there are three in particular that stand out, to which well-known business leaders, thought leaders and other leading industry figures have attributed their success:

During my most recent performance appraisal, I was asked to rank myself using this scale. I find the approach to be so 20th-century.

Q) Why is there always heart burn after performance appraisal process. Isn't there a system which just makes it easier? We hate the bell curve anyways A) I've spoken to multiple people who have bell curve and those who don't. Here is my take - There is always a need to give some amount of increments, bonuses to people whatever system we may choose and we have to differentiate. - You May choose to do it with a bell curve or without it; you will give some ranges to managers to allot increments, bonuses if there is no bell curve as budget is always limited. - Favouritism may exist without bell curve. There is no 100% fail proof system where all people are happy; as we are working with humans and they have emotions. - Even if you give everyone same increments, people will be unhappy because someone who has done extra effort will except more. It's human. - Some organisations may not even give a rating to people, even then they do compare on the basis of the amount of increments people receive. What we can do then to ensure fairness? Whatever system may be: - Be transparent - Have honest conversations - Have market linked compensation - Tell people what went right and what went wrong - Tell them what they need to do to move to next level - Guide and care about them as individuals This is what everyone wants. #performanceappraisal #bellcurve

85% of employees at this company receive meets expectations. And I gave myself this rating because I do not yet believe I outperform 85% of employees at the company. The above is basically what I said at the end of my own performance appraisal writeup at my 9-5 job. A bit snarky? Perhaps. But wondering how things turn out at my self appraisal given that winning it gives you about a 3% raise, is like asking what the difference is between spitting in a jar is vs spitting in a cup. For years I took self appraisals extremely seriously and tried to make sure every word, every accomplishment sounded perfect. There were several times where on paper I "won" the self appraisal getting exceeds expectations. But at most that ever resulted in a 4 or 5% raise in my role. Even in the early days of my non 9-5 work I was far exceeding 5% of my yearly 9-5 pay so needless to say I was not impressed and I've looked at self appraisals differently ever since. Now since I think of the importance of self appraisals similarly to how important it is to understand why a peanut isn't actually a nut, I figure I take an opportunity each year to inject a little humor in my life. I do still like to brag a little so I still document my accomplishments in these exercises but I just don't take it super seriously anymore. After all, nothing drastically bad has ever happened to me as a result of these performance cycles no matter how much or little effort I'd put into the appraisal process. If nobody has done this, I give you permission for when you do your performance appraisal to take some time to laugh along and realize just how insignificant it is in the entire scheme of your life. I could provide an update if anyone cares but I anticipate that my performance cycle will go about as run of the mill as it gets. Maybe there's some small raise maybe not. I have an LLC so I don't particularly care at this point, it is what it is. What things in life do you think other people should take less seriously?

If the managers can do your performance appraisal every year, why not the other way around? Do you think it's a fair ask? Share your comments please. If there was a policy that gives all the associates of the organization to do the performance appraisal for their managers, what all attributes would you consider as check points. I'll go first 1. Number of times your manager reached out to you to address your operational/official grievances and resolved it. Minimum 5 in every 6 months. 2. How many times did your manager supported you with your personal grievances and resolved it. Example : Salary, Promotion, Moving you to your aspiring role /technology etc., Minimum 1 in every 6 months. 3. Has your manager properly recognized your work and reciprocated to your client appreciations that you have received so far. Minimum 3 in every 6 months. Please feel free to add your points in the comments. Thank you.

Telling the truth during performance appraisals doesn't have to come across as harsh or ugly. Let it be authentic, constructive, and inspiring, guiding employees towards development, growth and seeing the light at the end of the tunnel. If the feedback is sadly surprising, it indicates a failure in mentoring the appraisee.

Global research from Gallup shows that salary raises (or benefits) don´t motivate people to give the best of themselves at work. High salary does not optimise performance, or make people feel more engaged. Fair salary is a prerequisite - not a motivator. 📈 Instead, employees are looking for #managers that help them grow, learn & develop.  💹 Managers that provide effective feedback, mentoring, coaching that helps them develop their skills & knowledge. So that in the long term, they develop what's needed to be promoted to jobs with higher salaries. 💪 Managers that focus on building a thriving team, recognising & optimising the strengths of the different team members. 🤸♂️ Managers that model the skills & behaviour that are required. ⚡ ⚡ And yet, few companies support their managers in the development of managerial skills! Most managers are promoted to their first leadership role without any skills training, or any preparation, for the job of leading a team. 👉 while the shift from individual contributor, to managing a team, is huge! And, even more importantly… 👉 while the #leadershipskills of a manager are KEY for employee performance & engagement. ↓↓↓ At Yellow, we carefully design Leadership Programs tailored to your organisation´s & people’s needs. 💡 Improved Leadership Skills will have a #rippleeffect on the engagement & performance of the entire team. ↳ Yellow specializes in fun, engaging, interactive, science-based Leadership Programs that result in quick improvements in skills & behavior. 📩 Send us a DM, we'd love to connect! #skillstraining #leadershipskills #growthanddevelopment #performance

💥Help Please💥 I need some help from my fabulous network! I am doing some research for a lovely client. Anyone who works in / has worked in a professional services organisation or SME IT/tech company: - Did you/do you have a formal performance appraisal process, and if so, what does it look like? And was it in any way linked to salary reviews or discretionary bonus awards? - Did you/do you have a set of values and/or behaviours? And were they used in any or all of the following: Performance Management, Recognition or Recruitment? Any help or info would be gratefully received 😀 #behaviours #values #performancemanagement #reward #recognition

Performance appraisals: More than just a review, they're a roadmap for growth and success. Learn why they're essential for individual and organizational development in our latest post. Beat the stress of appraisals to #RiseAndThrive in your career with comprehensive online degrees from MAHE. Apply now - https://bit.ly/3xujXsk #PerformanceAppraisals #CareerGrowth #ProfessionalDevelopment #MAHE #ThinkExcellenceThinkMAHE