In this post, you can ref useful information about employee comments for performance review. You can ref more materials for employee comments for performance review such as: performance review methods, performance review forms…
Responding to your supervisor’s evaluation of your job performance is an opportunity for the two of you to engage in a fruitful discussion about your skills, expertise and your career. Although some evaluations are merely perfunctory narratives prepared by a supervisor and simply handed to an employee before an annual salary increase, many employers encourage employees to participate in the performance evaluation process through candid, two-way feedback during the meeting with a supervisor. Take advantage of the chance to learn more about your performance and how you’re being rated by responding to your supervisor in a give-and-take fashion.
Listen carefully to every point of your annual employee evaluation during the meeting with your supervisor. Take notes about areas you’ll want to discuss after she reviews the entire evaluation with you. Refrain from interrupting your supervisor during her portion of the meeting. Save your comments so that you can discuss them in the same sequence they were presented.
Refer to your job description during your response to the evaluation. You should be working with an accurate and up-to-date job description; ensure that you and your supervisor have the same version of your job description in hand. In addition, get a copy of any other materials your supervisor used in his evaluation of your job performance, such as disciplinary or attendance records, work logs and productivity reports. Your current evaluation also must include your previous year’s evaluation to compare your progress and performance.
Review the evaluation your supervisor gave you line by line. Avoid using a confrontational tone, even if your supervisor appears to be defensive about the ratings he gave you. Evaluation time is stressful enough without the added angst of responding to a supervisor’s ratings that you believe aren’t an accurate assessment of your job performance. Likewise, don’t become defensive about your supervisor’s comments or ratings. Through a two-way discussion, you can explore any differences between what you think your rating should be and how your supervisor rated you. Rebut any ratings you believe are unfair or inaccurate with concrete examples of your performance, such as records, commendations or statements from colleagues and customers.
Express your appreciation for the areas where your supervisor gave you above-average and superior ratings for your job performance. If you agree with the areas your supervisor indicated you need improvement, ask for suggestions on how you can best improve your performance. Consider skills training, refresher training or professional development as means to improving. For example, you could say, “Thank you for recognizing the effort I put in to ensuring the financial data for the company is accurate. I appreciate your comments about my performance. I agree that I need to work on improving employee engagement in my department. What do you think about these upcoming workshops sponsored by the American Society of Training and Development?”
Offer to summarize the comments you and your supervisor made during the evaluation meeting. Tell your supervisor that you would like to write a formal response to your evaluation and add it to your personnel file. Agree on a time to review your written summary.