Preparing for Your Year-End Review

There are just a few more weeks until 2014. Are you ready for your year-end review?

Because companies tend to base raises and promotions on the annual/year-end review, it’s important that you look at your review as the critical meeting between you and your supervisor that it is.

Read below for some tips on how to make the review work for you.

  • If you’ve been slacking all year and suddenly show a burst of energy, engagement and hard work right after the dates of performance reviews are announced, don’t think that it’s not noticed….but not in the way you’d hoped.
  • Your supervisor more than likely handed out a review form that you are to fill out yourself about yourself. Don’t take this lightly. Fill it out completely.
  • Make a tally of all of your accomplishments of the past year (you should keep a log of these as they happen, otherwise you could forget one or two). Write them in a way that shows how they helped or benefited your supervisor, department or company.
  • The review form undoubtedly will ask you to list where you believe your weaknesses lie and what you want to improve upon in the coming year.
  • It also will ask for professional goals. List at least one or two.
  • Highlight everything you’d like to discuss with your supervisor and review your copy of this document the night before your meeting with your supervisor. (Your boss more than likely asked for his own copy of your self-review a week or so before your review date, so that he or she could look it over.)
  • Many supervisors report that most workers rate themselves lower than the supervisor rates them. If you’ve rated yourself much higher than your boss has, you can be sure your supervisor will want to discuss this disconnect.
  • If you receive a poor review, take a deep breath and do not become confrontational. You can ask to meet again after you’ve had a time to digest the review. If you feel you’ve received an unwarranted poor review, you can counteract it at this meeting. First, acknowledge what was correct in the review and then use clear examples that prove your case where you feel you were rated unjustly. Make sure you write this rebuttal down and make sure it’s added to your formal review. (If your supervisor refuses to do this, go to your human resources manager or department.)
  • Aim to look at your performance review as a learning opportunity. Even the best employees always have weaknesses; learning about them can help you overcome them.

If you’re a pharmacist or pharmacy technician looking for new opportunities, take a look at the openings we have available here at Insurance Relief™. If you see one that appeals to you, don’t hesitate to contact us.