Performance Appraisal Questions

Karen Porter, The Administrative Professional Job Performance and Career Success Coach™

and Founder and President

of The Effective Admin

"I specialize in serving administrative professionals like you with job performance and career management advice. With almost 24 years experience interacting with the 'real' workplace and working administrative professionals -- including holding former admin pro level positions (and higher levels) myself at multiple different employers, -- I am well aware of the substantial job you and your administrative professional colleagues perform daily."

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Performance Appraisal Advice. Why wait for your boss to conduct your performance appraisal? Conduct your own performance appraisal year round to increase your career success. Here are some thoughts for proactively planning for your performance appraisal.

Return to articles about performance appraisals.

Make Your Next Performance Appraisal Work For You

By Karen Porter

The Administrative Professional
Job Performance and Career Success Coach
Assisting Administrative Support Professionals Since 2004

Prepare to guide or contribute intelligently and constructively to the conversation in your next performance appraisal.

1) In your private notes, write both your accomplishments and your less than superb job performance incidents for the period the performance evaluation will cover.

2) Mentally prepare some "talking points" to deliver as needed, if needed.

3) Anticipate. What topics might arise in this appraisal? What facts do you already know about those topics? What topics do you want to initiate if given the opportunity?

4) Do your homework — but not just the night before the performance review. Keep private notes year-round of your accomplishments as well as explanations for things you perceived as going awry despite your best intentions.

5) Don't babble during the performance appraisal session. Speak clearly, concisely and with purpose.

6) If you don't have goals or a ready-made plan to improve some performance, say so. Say: "I'll have to think about that and do some research on ways I can improve my ABC performance. Can I get back to you next Monday with my plan?" Then follow through with your promise.

Ideally, the performance review session and document is a tool that helps you and your manager measure your performance and ensure it continues to be aligned with department and company goals, even your workplace goals too. If your performance deviates from your manager’s or company expectations, then you have an opportunity to discuss this during the review session and set goals together with your manager to get your performance back on track.

Whether you're setting performance goals, project goals or career goals, check out The Basic Guide to Goal Setting for Administrative Professionals that is available now at The Effective Admin store. It's tip sheet #5 there in Admin Pro Pack #1. If you're asked to set goals during your performance appraisal, this publication can help you do that. In fact, why not read it while you're preparing for your performance appraisal -- be proactive, not reactive and defensive. It'll decrease your stress levels during the actual performance appraisal session because you'll be prepared for it and not winging it.