Metrics and performance reviews have become standard tools used in the workplace over the past twenty years. Measuring productivity has grown more complex as jobs have shifted to be more service oriented. Performance reviews help employers understand the allocation of resources, deliverables, and achievements. They are also designed to allocate rewards, bonuses more objectively, and raises to employees. While performance reviews can significantly benefit organizations, if used appropriately, they can benefit individual employees as well. Using the performance review process to your advantage can help you successfully achieve your personal career goals. Here are four ways to create performance goals that set you up for success.
Reflect on your personal, professional goals. Take some time to think outside of your role at your job. Where would you like to be in next year, or five years from now? What skills do you need to get to get to the next level? Once you have a list of skills or areas where you want to gain additional proficiency, select one area that fits well with your current job description. Make the mastery of that skill a part of your performance goals. For example, if would you like to gain more experience with public speaking, make one of your goals to speak at a certain number of conferences or events.
Make sure your goals are SMART. It can be really easy to create goals that are not achievable because they desire outcome isn’t well articulated. Creating SMART goals can help you make objectives that are attainable. SMART goals are specific, measurable, achievable, relevant, and time-bound. Asking yourself if the goal you set has a quantifiable outcome, that is important to your work, within reach, and able to be completed by the appropriate due date will set you up for success.
Ask for resources. Once you have some ideas about what goals you plan to set for the year, think about what you need to achieve them. If you need time, do you need to talk to your supervisor about reprioritizing your responsibilities? If it’s a new skill, do you need training or resources to help deepen your knowledge? Creating a list of reasonable needs and asking for those needs will show your supervisor that you’re serious about doing your work well.
Be prepared for your performance meeting. Sometimes, the performance meeting is one of the few times we have our manager’s undivided attention. Use this time well! Come prepared with questions to help you better understand your role and your place within the company. Talk with your manager that resources that you need to do your job well. And don’t be afraid to toot your own horn; talk with your manager about how far you come and express excitement about where you see yourself going.