Performance Reviews Archives

Are you a top performer or a work-a-holic?

Top performers are able to cut through the noise of minutiae by clearly identifying strategic goals for themselves, their careers or businesses, and breaking down those goals into achievable mini-tasks by the week, by the day, and even by the hour. This lets them chip away at a problem consistently over the long term.

http://www.lifehack.org/articles/work/are-you-top-performer-workaholic.html
What hiring managers think (but might not say) during interviews:

In general, employers are looking for the best technical and cultural fit that their budgets will allow for. While these questions will all go through their minds, the questions they end up asking usually aren’t as direct.

https://www.themuse.com/advice/5-questions-hiring-managers-think-during-interviews-but-might-not-ask
Career advice from 20 famous business people:
http://www.lifehack.org/articles/work/20-famously-successful-people-sum-their-work-advice.html
What makes Shake Shack successful?

Unlike nearly all other burger chains, whose franchisees have a pretty free hand, every Shake Shack is an expression of a single intelligence. As with the meat, it’s been necessary of Shake Shack to outsource its infrastructure, but its overboss, Randy Garutti, runs the chain from its hamburger Kremlin in New York, and when any store deviates from its standard, that store is more or less immediately chastened and corrected by nerve impulses traveling instantenously along its axons.

http://www.esquire.com/blogs/food-for-men/shake-shack-secrets??src=rss

Photo: Sean MacEntee, Flickr

Create co-goals for your performance reviews:

Make a plan that’s good for you and the company. Be proactive. Show up to the meeting with your supervisor with a prepared list of objectives for 2015. Your plan should include personal and professional development, such as attending one industry conference annually. This would be something beneficial to you (new contacts!) and the company (expanding your professional network).

http://www.fastcompany.com/3040187/how-to-survive-your-annual-performance-review
Set goals at the start of the meeting and manage perception gaps:

When it comes to a Perception Gap, clarity is the best defense. So make it a habit to reach out to people in the moment, or soon after the fact and ask, “Here’s how I intended that message to be understood…how did you receive it?” This requires strong self-management, so be sure that you’re open and ready for the answer to your question, whatever it may be. For example, your intention may have been to effectively get through the agenda in 45 minutes, so that everybody can leave work on time. Yet the feedback suggested you were curt and abrupt. While this feedback may have triggered an emotional response in you, a self-aware leader will thank the person for her feedback, accept the feedback, ask some clarifying questions and aim to minimize the gap in future meetings. Here are some specific tips for preventing Perception Gaps.

http://www.huffingtonpost.com/anne-loehr/why-communication-fails-a_b_5627692.html
Stop being the best on in the room:

Yes, it feels good to be good at something. To be the teacher’s pet. To dance at the front of your Zumba class. To hang out with people who admire you. To be the most responsible person at a party, or the most well-adjusted couple in your social circle. It feels good. But it won’t kick your ass. And an ass-kicking produces results faster than an ego-stroke.

http://emmalincoln.com/worst/
How to work for a stressed out boss:

Here’s the deal: The last thing an overwhelmed boss wants is a three page email from you describing every detail of a project that’s either not something that he’s asked for or is more than he or she needs. When you’re working with someone who is stretched extremely thin, you need to give them exactly what they want. More is less.

http://lifehacker.com/how-to-effectively-work-for-a-stressed-out-boss-1676502440
How to make difficult conversations easier. How to deal with an office blow out:
http://www.bakadesuyo.com/2014/12/difficult-conversations/

Tag: Performance Reviews

Productivity Bulletin: 2/13/2015

Productivity Bulletin: 1/9/2015