Performance Appraisals - Make Yours Glow
It’s that dreaded time of year again. The rumour mill has it that those much-maligned annual performance reviews are already in the process of being churned by the HR departments and that this year they are even more rigorous and detailed than last year. The sudden silence from the HR quarters would seem to confirm this. Word even has it that last year’s grades were considered “inflated across the board and that this year managers were being coaxed to take a more subdued approach and” rein in their accolades. No wonder for the whole organisation is suddenly in a flurry of obsequious activity as each employee attempts to put some last-minute boss brown-nosing under their belt. So how do you minimize of the performance appraisal jitters and substitute them for a performance review that glows and glitters? Below are a few tips from Bayt.com:-Make sure you are very clear about your job description and the goals and targets expected of you. Your performance appraisal will be directly based on these parameters, so if you have any doubts about them or feel there is any ambiguity, seek a written description of your roles and responsibilities and clarify your targets immediately.
Train for Success
The end of year is nigh and the loud scribbling on and shuffling of ambitious New Years resolutions documents can be heard over the din of budgets, marketing plans and dread performance appraisals. Training will doubtless make it onto many of our 2007 resolutions particularly if we are realistic about what it takes to realize our professional ambitions and find new innovative ways to excel at our jobs and climb our corporate career ladders. In fact for anyone serious about advancing a corporate rung or two over the next 12-24 months, an investment in some form of training is highly advisable.Sadly, more than half of the 641 Gulf-based professionals who took part in a Bayt.com online poll in September said they receive no formal training and are expected to ‘learn on the job’. A further 17.2 per cent said they receive some skills coaching but it is insufficient, and only 32.4 per cent, less than a third, said that industry training is a regular feature of their job. If your employer invests in formal training, you are one of the lucky ones in the Gulf according to the recent survey.
Bayt.com CEO, Rabea Ataya, said: “While attitudes are changing, there is still the view that employees are a commodity rather than an asset – and there is a reluctance to invest. The Gulf business community needs to plan for the long term and use training to maximise staff performance and motivation.
