Periodically discuss with employees being more reciprocal when it comes to performance evaluations. Sure, you hate doing performance reviews, but it unlikely you will ignore an employee who requesting one. You won't to get caught not doing your job, right? But there is also much to be gained.
Being happy on the job and engaged, productive, and feeling “at one” with your supervisor is about as good as it gets. One more thing will make it perfect—no surprises at your annual review. Plan upstream to prevent this problem by having a conversation about your performance. The “performance conversation” is about getting feedback on how well you’re doing your job, but you don’t have to wait for your supervisor to initiate it. It can start with you. If you’re beginning to feel unsure about your performance and a little detached and can’t say for certain what your supervisor thinks about how you’re doing, you’re overdue for a performance conversation appointment. Don’t forget to discuss when the next one will be.
Being happy on the job and engaged, productive, and feeling “at one” with your supervisor is about as good as it gets. One more thing will make it perfect—no surprises at your annual review. Plan upstream to prevent this problem by having a conversation about your performance. The “performance conversation” is about getting feedback on how well you’re doing your job, but you don’t have to wait for your supervisor to initiate it. It can start with you. If you’re beginning to feel unsure about your performance and a little detached and can’t say for certain what your supervisor thinks about how you’re doing, you’re overdue for a performance conversation appointment. Don’t forget to discuss when the next one will be.
