Understanding Performance Appraisal

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Almost every it companies have got some or other means of rating how well an employee performed in a financial year. Even though for most of the it professionals PA does not stand for performance appraisal (It stands for pain in ass :-) ) it is one of the most important aspect of your career growth.

You need to first pick up smart, achievable and measurable goals for yourself, just look into your manager performance goals, your organization business goals; you will definitely get enough information to set few goals for yourself and then pick few project specific performance goals like delivering the project on time with good quality and high customer satisfactions. One word of caution about performance appraisal is if you are not serious about it, you might be ranked below people who are technically less capable than you.

Now that you have chosen some solid goals you have to track at least once a month how well you are working towards exceeding the goals that you have set for yourself. In case some goals become irrelevant, make sure you talk to your manager to either remove or modify such goals since your performance will be measured with respect to whatever goals you have put, so choosing some achievable and measurable goal is the first step for getting a good performance rating.

Whenever you work hard or do something extra just make sure you communicate it to your management, if someone else is doing excellent job but somewhat shy to publicize, you take the opportunity to communicate about it to your management. Always remember that unless your manager and probably his manager knows that you are doing an excellent job , you can only manage to get a "met expectation" performance rating no matter how many hours you have worked per day or how many week ends you have spent in the office. So plan your performance goals, track them to completion, and take every opportunity to communicate with management.

Happy Performance Appraisal.