Performance review time is one of the most stressful period in an organization, both for the employees and for their managers. Given the fact that most managers don’t provide performance feedback during the year and wait for the performance review season to do so, it becomes the time for surprises, brickbats, and distress. The crucial 1-1 conversation between employee and their manager becomes the most important conversation of the year which determines many aspects of the career. So it is important for everyone (employee and manager) to be ready.
A performance review 1-1 is effective for an employee if he achieves following goals:
- Performance rating aligned with expectation
- Bonus and Salary raise aligned with performance
- Specific feedback on areas of improvement
CareerBloom helps you prepare a good case for your performance that you can write in self-appraisal as well as use in your 1-1. We can also prepare you to ask right questions to gather right amount of details from your manager about areas of improvement so that you can achieve your career goals next performance review cycle.
A performance review 1-1 is effective for a manager if he achieves following goals:
- Address employee’s needs and expectation from performance review
- Clearly communicate the rationale behind the performance rating
- Provide specific feedback on areas of improvement
CareerBloom helps you get ready for typical questions from an employee by offering coaching on how best to handle it, given your organizational context. We also help you craft your communication plan around the performance rating and performance improvement areas.