18th December, 2015
The Chef conducts regular staff meetings with his employees. The main points can be set differently. The following topics are often discussed:
Salary increase and promotion
180 Degree Feedback
In the performance evaluation, the supervisor goes through your results and evaluates your performance. The evaluation also includes professional criticism.
On the performance appraisal you can prepare yourself by judge yourself objectively. Think of the time since the last appraisal interview. Has increased your performance? Were you able to achieve agreed objectives? Now carry more responsibility? If you can answer yes to these questions, the boss will appreciate your performance.
If you have not achieved agreed goals and your performance was generally not satisfactory, prepare statements that you can call the boss.
In the performance analysis, you should call activities that you had taken in addition to your duty tasks, such as logging the meetings or the management of the weekly Jour Fix.
If your boss criticize your performance, take his criticism calmly and objectively note, avoid excuses and evasions. A defensive posture is inappropriate here. When criticisms are unfounded, you can clear up the misunderstandings same. Explain the factual backgrounds of your decisions.
Be prepared that the supervisor will respond to your personal skills. He will start with your services and skills that are noticed him positively and then proceed to criticism. For most people it is unpleasant to criticize others personally. Your supervisor may pack his criticism to you not to hurt. However, you must realize the critical points to dwell on it can and to work later in.
Example: see review
Your boss says: “You have prepared a beautiful presentation. It’s pity that you have not progressed with other projects. ”
He said: “You set the priorities wrong! You should not waste your time with PowerPoint gimmicks, but to focus on projects. ”
Do not react emotionally. Stay calm and listen carefully. Let saying the supervisor. Discuss and not comment. Your boss describes his impression of you, you can not improve at this moment. In the future, you will have the opportunity to change his mind.
Are the criticisms for you but not comprehensible, you may ask, is the situation in which your supervisor observed that certain behavior from you. Maybe it is a misunderstanding. Then clarify the situation to just and objective. Whatever happened during the conversation: Keep calm and stay professional.
Your supervisor will explain the objectives. If you do not so agree, you express the same, that you can not meet these requirements.
The objectives are both “soft” and “hard” factors are. Soft factors include agreements about necessary changes in the workplace or further education. Hard factors are concrete sales growth, unit objectives or reduced scrap rates; everything is directly measurable. Try to express all possible targets in measurable indicators. Ask your boss the question: “How do we know if I have reached the goal?”
If you have agreed with your supervisor on your new goals, make sure that the objectives and the exact time it will be recorded in writing. Clarify the conditions under which you are to achieve your goals. Discuss the ways to adjust goals when conditions change.
In the appraisal interview, you can negotiate the salary, if your performance was good. A salary increase is usually five to ten percent. Place for your content destination, and then name an amount above this sum. So you have the possibility to react flexibly if your boss refuses.
Determine before discussing your pain threshold and think about how you react when a salary is offered below this limit. You can then suggest alternatives, such as additional benefits such as a company car or a shorter working time. If you agree, please leave your employment to the new rules supplement. If you fail with your claim, ask your supervisor for specific expectations of your performance.
When people call you can talk about a promotion. Explain what you just qualified for a higher position. Your supervisor must see this as an improvement for the company. Because if so far everything has worked, why should he give you the new position? Example, you can argue that you are overwhelmed by your current tasks and seek new challenges.
In the appraisal interview, you can tell your superiors what is bothering you at work and what could improve your performance and your being.
The appraisal interview is well suited to address even minor problems, because now you have the full attention of the supervisor. Ask for a new chair for a bigger monitor or an additional filing cabinet. Note the points before the interview so you do not forget anything in the conversation.
Do not talk to personal tensions with colleagues! Let your boss in team internal conflicts outside before. You can, however, draw attention to your boss operational circumstances that negatively affect your work.
Examples: Talking about a colleague with the boss
Because your colleague is constantly on speeches and private phone in the office, you can hardly concentrate on your work. About this issue, you should not talk with your supervisor, but must clarify this conflict with your colleagues themselves.
Because your colleague has taken on a new task, he now has to constantly calls professionally. You can focus on your work hardly. This problem you can discuss with the boss, because occupationally found a new situation. Ask your boss to accommodate you in another office.
Maybe your boss has asked you to give you honest feedback on his leadership. Be bold and honest, but note the feedback rules:
Be as specific as possible in your comments. Do not make generalizations like “you always do …”. Describe a situation in which you were not satisfied with the behavior of the chief, as a third party would have seen this situation, without attempts at interpretation and interpretations.
Speak only for themselves
Do not make himself the spokesman of the group. Do not say “We are in the project group that you …”. Speak only from your point of view.
Arrangements for the future
You think. Against the target of your conversation with the boss It’s not about blame. At the end is an agreement for future treatment of each other.