The End of Year Review

The inevitable End of Year review is around the corner and has already ran over your friends. You think about what you did wrong or could have done better. Hoping that your accomplishments would be recognized in that meeting. Don’t drill yourself into the ground yet. Experiencing your review is not as bad as fearing it.

I see lots of people get fired up and worried when they know their EOY review is coming up. Why do you think that is? I hope you don’t say it’s because you need a raise.

Missing out on a $0.25 increase per hour is not going to be the death of you. That’s about $20 taxable dollars added to your paycheck each pay period. If your worries are about money, they aren’t needed in a review with your boss. You can pay-raise yourself more money by putting $50 from every check into a savings account. The point of this type review is to evaluate your performance for your company’s needs. Not to decide if you get an increase or not.

To put it plainly, the EOY is just someone else’s opinion of your work. The essence of your review is the manager & employee relationship. If your relationship with your boss goes sour, the scorecard stats won’t save you. All of those accomplishments that you want included in that discussion will be eclipsed by emotion. Sure your above-and-beyond work will be recognized, but not at the expense of giving you that perfect rating. Judges don’t like to give out perfect scores.

Once I understood this, I focused more on the relationship with my boss and worried less about receiving recognition for accomplishments. Your actions should speak louder than anyone else’s feedback.


More than Numbers

At the end of the day your numbers won’t lie, but that’s not the only thing that matters in an EOY review. Numbers and statistics will only get you so far. Your attitude working with others(and the boss) is what’s really being rated. That perfect scorecard taking up over 80% of your responsibilities is really just the icing on the cake. Any manager out there will gladly accept an employee that doesn’t perform very well with a positive intent to improve rather than a disgruntled employee that only looks good on paper. Who would you rather have a discussion with 20 times in a row?

If you received a rating that you disagree with, don’t sweat it. Your colleagues know the real value of what you contribute and that’s what matters. People that have your respect help keep the positive vibe at work.

If you must have closure for your EOY review, put yourself in your manager’s shoes and reevaluate yourself. Was this an honest reflection? Is there anything you can learn from this experience to make your work life easier? If you need to have another discussion after your review, that’s okay. That’s what managers are there for. See what they saw and how it differs from your own feelings. Keep in mind that 9/10 times your review score won’t change, even if you filter your disagreement with a positive attitude.

You’ll eventually have to make the decision to either let it go or learn what you can do to change those letters and numbers on your review paper. These reviews are hardly anyone’s highlight of the day. Think about what matters the most to you. Is this paper more important than your happiness? How will you choose to feel for the rest of the day?

 

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