Supervisor performance review

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Supervisor performance review
In this post, you can ref useful information about supervisor performance review. You can ref more materials for supervisor performance review such as: performance review methods, performance review forms… at the end of this post.
I. Contents of supervisor performance review

The annual employee review is a discussion and assessment of work performance, which is conducted by the immediate supervisor. The performance review is an important function of any corporation or organization. In order to remain an efficient and profitable company, there must be an evaluation of its staff.
It is the job of the supervisor to review standards and outline the expectations of the company. For the employee, it is the opportunity to recall and highlight the various ways he or she has been an asset. It should be a back-and-forth dialogue. The discussion will entail whether or not you have met pre-established thresholds. Ultimately, the performance review could chart the employee’s future potential with the company.
Sometimes the performance review includes a salary review. The evaluation should focus on the end result. As the employee, when the assessment is completed, what do you hope will happen? Based on the results you seek, what do you want to say or show that will make a good impression on your supervisor?
1. Go prepared and confident. Bring any document you believe will support your part of the evaluation. Enter the office with a positive attitude. Smile to set the tone.
2. Do not be an idle participant. You must be ready to articulate your case. Review in advance any special achievements and thresholds you have accomplished. Be specific about your contributions to the company, and about the projects you successfully completed.
3. Your supervisor may want to discuss some things that did not go well under your watch. Do not become angry or defensive. Listen to the facts. Be honest about what happened, and discuss how you plan to address any problem areas in the coming year.
4. If you want to be considered for a promotion, this is the time to express it. Talk about applying for open positions now or in the future. If you want a potential career with the company, say it.
5. Articulate your desire to take advantage of educational opportunities such as seminars, workshops, and conferences relevant to your position. You want to help improve your ability to be a more informed employee.
6. Do not use this time to talk about your personal problems as the basis for your salary or promotion interests. Keep financial, family, health, or living conditions out of your employee review. This is private information and should have nothing to do with your job performance.
7. Your employee evaluation is not the time to discuss any issues you may have with a colleague. It could make the supervisor think you are not a team player, or that you are trying to push your negative performance on someone else.
8. Don’t just sit and listen. Supervisors like to hear employees participate in their reviews. Talk about performance goals that you want to set for the coming year. Ask to include an evaluation of these goals in your next review.
In summary, the employee review is an evaluation of whether or not you add value to the company. Your goal is to impress on your boss that not only are you an asset, but that you plan to continue to do your part to move the company forward.


II. Useful materials for supervisor performance review
• 11 performance appraisal methods
• Top 28 performance appraisal forms
300+ performance review phrases
If you need more materials for performance review, please leave your comments.

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