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Jan 6 2016

How to Conduct Your Own Performance Review


There aren’t very many things you can do in sixty minutes that’ll dramatically change your career trajectory.

But conducting a personal performance review is one of them.

Taking stock each month of your accomplishments, failures, and goals is extremely beneficial, for several reasons:

1. It keeps you focused on your high-level objectives
2. It motivates you
3. It allows you to course-correct if something’s not working
4. It makes you more self-aware

Ready to commit to a monthly personal evaluation? We’ve got the three steps you should follow.

1. Start With the Positives

When delivering feedback—whether to someone else or yourself—you should begin with the positives.

So ask yourself:

• What did I achieve in the past 30 days?
• Which projects did I complete?
• Which professional relationships did I strengthen?
• How well did I communicate?
• Did I exercise leadership and, if so, how?
• Was I reliable? Did I meet or exceed all my deadlines?

We encourage you to write down your answers—having a record of your wins won’t just give you a boost, it’s also helpful when you ask for a raise or promotion.

2. Move On to Areas for Improvement

Of course, no one’s perfect. Identifying where you could’ve done better is an important part of professional growth.

Here are some questions to consider:

• Where did I under-deliver?
• Which habits were detrimental to my success or productivity?
• Could I have been more supportive?
• Was I as responsive as I’d like to be?
• Which projects or responsibilities deserved more attention than I gave them?

While it can be hard to dwell on your own shortcomings, being aware of them gives you an opportunity to fix them.

3. Set Goals

And here’s where you can fix those shortcomings. In the last part of your self-evaluation, set concrete—and realistic—objectives.

These should develop from your answers to the last set of questions. However, you should also think about:

• Which skills could I develop to make myself more capable or efficient? If so, what’s the best way to go about acquiring them?
• Is there an area of my industry or field I should know more about? If so, who should I ask for support?
• Where would I like to be in the next 30 days? What about the next 365 days?

You don’t want to give yourself an unmanageable number of goals: it’s better to set and accomplish three goals than set and fail at seven.

In addition, it’ll be easier to fulfill your goals if they’re specific. Rather than pledging to “become a better leader,” commit to “spending an hour per week with each of my reports to discuss what they’re learning, how satisfied they are, and where I could give them more support.”

You’ll be amazed at how powerful these monthly performance reviews are. So what are you waiting for? Go grab a piece of paper and a pen.

About Signature Consultants, LLC

Headquartered in Fort Lauderdale, Florida, Signature Consultants was established in 1997 with a singular focus: to provide clients and consultants with superior staffing solutions. For the ninth consecutive year, Signature was voted as one of the “Best Staffing Firms to Work For” and is named the 15th Largest IT Staffing Firm in the United States (source: Staffing Industry Analysts). With 29 locations throughout North America, Signature annually deploys thousands of consultants to support, run, and manage their clients’ technology needs. Signature offers IT staffing, consulting, managed solutions, and direct placement services. For more information on the company, please visit https://www.sigconsult.com. Signature Consultants is the parent company to Hunter Hollis and Madison Gunn.

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