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Time to Revisit Your Performance Review and Employee Talent Management

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January 27, 2011


Whether it is the 360 degree feedback to the employees or the managers or the personal one-on-one performance appraisal, it is time to revisit your goals and perform a detailed work analysis at the middle of the year. If you are working towards a bonus, salary raise or just being in the “not-in-the-layoff” list, continuous self-development and keeping track of your performance is the key to success and ensures that no surprises jump on you at the time of the year-end appraisal.
It is also the time to familiarize yourself on any new changes to the appraisal forms or just to look around if the goals are still consistent with your present work. Also look up if your manager has added any comments in the last few months to your review.
Keeping track of employee talent management on a regular basis ensures good performance and better retention rate for employers. Good managers ensure placing the right people at the right position and keeping track of employee talent and performance enables companies to perform better.
The point is that – Do not wait for the year-end review as the main measure of your performance, it needs to be done regularly. Analyze yourself on such points:

  • How much and what steps have you taken to develop your skills in the first half of the year?
  • How have you contributed towards increased productivity of your group or project?
  • Have you analyzed your (or your groups) training needs?
  • How have you become a better worker?
  • Where are you on the defined goals for the year?

And of course other topics that are relevant to your job. A detailed analysis and documenting your accomplishments will keep you on track and gives you the opportunity to present yourself as a diligent and committed employee.
Also remember that it is an employee’s responsibility to be proactive and keep track of their own performance management, the management provides the tools. Also read some tips here on how to give effective performance reviews to employees.
In the next post I shall discuss how one company is presenting and improving upon an effective employee appraisal and talent management system.
Article by Shweta L. Khare, founder and president of Careerbright and Speakbright and courtesy of Careerbright blogspot

Originally posted by Candice A

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