Bracing up for the Appraisal!

Come January the annual performance appraisal system kicks up and the process keep winding strenuously with the pitch peaking anywhere between March and April depending upon the organizations' practices. This is only the time frame for the formal process to set in and peak but it would be foolhardy if the individual also wake up in Feb. For them, the appraisal starts on the first day of Jan, every year, year after year.  With some good planning and discipline, this could be converted as a pleasant and learning experience by all.

Basic input for an appraisal stems from one's daily activities and it is recommended to maintain a simple spreadsheet detailing all activities-  kudos, learning, training attended / taken, customer feedback, out of the box thoughts and efforts, absence etc.,  Also collect separately additional responsibilities you have taken such as internal audit, Defect prevention, Configuration Management, Information Security, Interviews etc., Built on a daily basis this could be a huge repository into which you can dig deep and create your own KRAs which is normally the first step in the appraisal process, in addition to the organizational expectation suitable to the role. Also note to stash the appreciations from various stakeholders in a safe location.

During the self rating period, all these inputs have to be referred so that during the appraisal discussion with your supervisor, you will be in a position to substantiate all your claims.

Apart from the expected increase in the salary and a possible promotion, the appraisal process brings out the best and the worst of an individual. Much depends on one's individual character, expectations and reasonableness in how the process is driven and led to the closure. But, one needs maturity to expect one's other side pried wide open, as seen only by your appraiser, who views your performance along with many others vis-a-vis the expectations. I feel this is the best part of the whole process which paves the way for a better performance in the subsequent year, if taken in its true sense.

Relationship between the appraiser & appraisee has seldom been smooth in reality. One could always witness & experience bruised minds, hurt egos and swearing but at the end one must rise above the occasion to get the better of the situation.

Remember the following during the whole process:

1.       Appraisal is an opportunity for you to present your deeds of the previous year.

2.       It also helps one to review their shortcoming, which creates awareness on the areas one has to work on.

3.       Be positive prior to the discussions with your appraiser and never open the meet with pre conceived notions-they may perhaps be the ghosts only in your mind.

4.       Listen carefully to the observations of your supervisor before reacting.

5.       Even if the observations are widely varying with your own, keep your calm and request the supervisor to substantiate his observations.

6.       Then present your side of the story, using the spreadsheet you have as a support to your claims, wherever necessary.

7.       Your supervisor is expected to provide you with an opportunity to express yourself about his/her leadership. If not done, politely insist that you have something to share and then proceed.

8.       Despite all the efforts, if the differences persist, close the meeting as friends and make it clear that you will be recording your disagreement on the observations.

9.       If the observations are wide apart and you genuinely feel that they could impact your career, prefer to opt for the "Review  Meeting" with the boss of your supervisor

10.   Never allow your disappointing appraisal to impact your work the next day.