{"id":18094,"date":"2019-02-24T21:33:08","date_gmt":"2019-02-24T18:33:08","guid":{"rendered":"https:\/\/www.ibtdi.com\/?p=18094"},"modified":"2019-02-24T21:33:08","modified_gmt":"2019-02-24T18:33:08","slug":"the-annual-assessment","status":"publish","type":"post","link":"https:\/\/www.ibtdi.com\/en\/the-annual-assessment\/","title":{"rendered":"6 Strategies for Handling Annual Performance Reviews Professionally"},"content":{"rendered":"

\"Cute<\/p>\n

 <\/p>\n

\u0627\u0644\u062d\u0635\u0648\u0644 \u0639\u0644\u0649\u00a0\u062a\u0642\u064a\u064a\u0645\u0643 \u0627\u0644\u0633\u0646\u0648\u064a<\/strong>\u00a0\u0623\u0634\u0628\u0647 \u0628\u0627\u0644\u0630\u0647\u0627\u0628 \u0625\u0644\u0649 \u0627\u0644\u0623\u0637\u0628\u0627\u0621 \u0644\u0644\u0642\u064a\u0627\u0645 \u0628\u0641\u062d\u0635 \u062f\u0648\u0631\u064a\u060c \u0641\u0647\u0648 \u0623\u0645\u0631 \u0631\u0648\u062a\u064a\u0646\u064a \u0648\u0636\u0631\u0648\u0631\u064a \u0648\u0647\u0627\u0645 \u062c\u062f\u064b\u0627\u060c \u0648\u0644\u0643\u0646\u0643 \u0642\u062f \u062a\u0645\u0631 \u0628\u0628\u0639\u0636 \u0627\u0644\u0644\u062d\u0638\u0627\u062a <\/span><\/p>\n

that are confusing, uncomfortable, and awkward. Sitting across from someone for a period of time, whether short or long, and listening to their opinion of your performance and how you do your <\/span><\/p>\n

work can be truly unsettling.<\/span><\/p>\n

What\u2019s more, you may feel powerless because you have to take part in a one-sided discussion. You can\u2019t comment on what your manager says, and you have to <\/span><\/p>\n

keep your composure as much as possible, because when someone criticizes us or comments on our performance, we often become defensive or distracted. Here\u2019s how to handle <\/span><\/p>\n

Handle these comments like a pro:<\/span><\/p>\n

.<\/p>\n

<\/h2>\n

1-Start your meeting on a positive note<\/span><\/h2>\n

\u063a\u0627\u0644\u0628\u064b\u0627 \u0645\u0627 \u0646\u062d\u0636\u0631 Meetings<\/a> This is when we receive a performance review, feeling completely scared and nervous. But it\u2019s better to approach it positively. <\/span><\/p>\n

When you sit down with the person evaluating you, whether that\u2019s your manager or someone from HR, be friendly and smile broadly. You could say <\/span><\/p>\n

\u0644\u0647 \u0645\u062b\u0644\u0627\u064b “\u0623\u0646\u0627 \u0627\u062a\u0637\u0644\u0639 \u0625\u0644\u0649 \u0647\u0630\u0647 \u0627\u0644\u0645\u062d\u0627\u062f\u062b\u0629\u060c \u0623\u0631\u064a\u062f \u0623\u0646 \u0623\u0639\u0644\u0645 \u0645\u0627 \u0647\u0648 \u062a\u0642\u064a\u064a\u0645\u0643 \u0644\u0623\u062f\u0627\u0626\u064a \u0639\u0644\u0649 \u0645\u062f\u0627\u0631 \u0627\u0644\u0623\u0639\u0648\u0627\u0645 \u0627\u0644\u062a\u064a \u0642\u0636\u064a\u062a\u0647\u0627 \u0641\u064a \u0627\u0644\u0634\u0631\u0643\u0629 \u062d\u062a\u0649 \u0627\u0644\u0622\u0646”.<\/span><\/p>\n

You might also tell them that after the meeting, you\u2019ll give their feedback careful thought and try to learn from it. This way, you may find that your manager treats you <\/span><\/p>\n

with greater care and patience, and avoids saying anything that might hurt your feelings.<\/span><\/p>\n

.<\/p>\n

2-Keep your emotions in check<\/span><\/h2>\n

When someone tells you how you can improve your performance and talks to you about your mistakes and shortcomings, the first thing that comes to mind is all the reasons they\u2019re wrong. <\/span><\/p>\n

what they say, and that\u2019s perfectly normal\u2014it\u2019s one way of defending yourself.<\/span><\/p>\n

So when someone criticizes you or gives you feedback on your performance, set aside your emotions and negative feelings, and focus only on what your manager is saying. Don\u2019t be afraid to <\/span><\/p>\n

ask questions. Researchers say that one of the biggest mistakes people make in this situation is failing to ask about everything they want to know.<\/span><\/p>\n

\u0627\u0644\u0627\u0633\u062a\u0641\u0633\u0627\u0631 \u0639\u0646\u0647.<\/span><\/p>\n

.<\/p>\n

3-\u0627\u0637\u0644\u0628 \u0627\u0633\u062a\u0631\u0627\u062d\u0629<\/span><\/h2>\n

If the review is ongoing and your manager says something you think is completely wrong and unfair, you may suddenly feel like you\u2019re about to cry or shout. If you know you <\/span><\/p>\n

might react emotionally, prepare before the meeting. Write down your notes on a small piece of paper so you can be specific and stay focused on <\/span><\/p>\n

\u0645\u0648\u0627\u0636\u064a\u0639 \u0628\u0639\u064a\u0646\u0647\u0627.<\/span><\/p>\n

But if you can\u2019t regain your composure, ask for a break. Step out of the room to calm down and think about what was said, then return to <\/span><\/p>\n

Have a conversation and be ready to ask questions.<\/span><\/p>\n

.<\/p>\n

<\/h2>\n

4-Ask your manager to evaluate you<\/span><\/h2>\n

You may work with a manager or at a company that avoids giving negative feedback and only talks about your strengths. In that case, you should ask your manager or an HR representative <\/span><\/p>\n

to evaluate you and share even the negative feedback, including the mistakes you make, so you can avoid them in the future and use that feedback to <\/span><\/p>\n

improve yourself.<\/span><\/p>\n

If you\u2019re afraid to talk to your manager, you can have the same conversation with colleagues you trust.<\/span><\/p>\n

.<\/p>\n

5-Ask a friend for help<\/span><\/h2>\n

Now you\u2019ve received feedback and answered questions during the review process, but some of your manager\u2019s comments upset you and make you feel uncomfortable. What <\/span><\/p>\n

What should you do in this situation? The best way to handle it is to go to a friend you trust and ask for help. Talk to them about the whole situation and urge them <\/span><\/p>\n

to be fair and honest.<\/span><\/p>\n

.<\/p>\n

6-Keep things in perspective and don\u2019t overreact<\/span><\/h2>\n

Some people may be unable to handle the situation and may overreact. This is a major mistake that can cost them a lot, because they let negative emotions completely affect <\/span><\/p>\n

them. So, according to researchers, the best way to deal with this is to make a two-column list. In the first column, write down the criticism directed at you; in the second, write <\/span><\/p>\n

down what you should not misinterpret. For example, if your manager tells you that you need to be more engaged in meetings, they are encouraging you to participate\u2014not <\/span><\/p>\n

telling you that you are weak or unimportant in meetings.<\/span><\/p>\n

Researchers say this list will help you contain the situation, make the most of criticism, and find better ways to address problems.<\/span><\/p>","protected":false},"excerpt":{"rendered":"

  \u0627\u0644\u062d\u0635\u0648\u0644 \u0639\u0644\u0649\u00a0\u062a\u0642\u064a\u064a\u0645\u0643 \u0627\u0644\u0633\u0646\u0648\u064a\u00a0\u0623\u0634\u0628\u0647 \u0628\u0627\u0644\u0630\u0647\u0627\u0628 \u0625\u0644\u0649 \u0627\u0644\u0623\u0637\u0628\u0627\u0621 \u0644\u0644\u0642\u064a\u0627\u0645 \u0628\u0641\u062d\u0635 \u062f\u0648\u0631\u064a\u060c \u0641\u0647\u0648 \u0623\u0645\u0631 \u0631\u0648\u062a\u064a\u0646\u064a \u0648\u0636\u0631\u0648\u0631\u064a \u0648\u0647\u0627\u0645 \u062c\u062f\u064b\u0627\u060c \u0648\u0644\u0643\u0646\u0643 \u0642\u062f \u062a\u0645\u0631 \u0628\u0628\u0639\u0636 \u0627\u0644\u0644\u062d\u0638\u0627\u062a \u0627\u0644\u0645\u064f\u0631\u0628\u0643\u0629 \u0648\u063a\u064a\u0631 \u0627\u0644\u0645\u0631\u064a\u062d\u0629 \u0648\u0627\u0644\u0645\u062d\u0631\u062c\u0629\u060c \u0641\u0627\u0644\u062c\u0644\u0648\u0633 [\u2026]<\/span><\/p>\n","protected":false},"author":3,"featured_media":18096,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_ibtdi_aa_focus_keyword":"","_ibtdi_aa_secondary_keywords":"","_ibtdi_aa_audience":"","_ibtdi_aa_tone":"","_ibtdi_aa_summary":"","_ibtdi_aa_reviewer_name":"","_ibtdi_aa_reviewer_bio":"","_ibtdi_aa_reviewer_url":"","_ibtdi_aa_reviewed_date":"","_ibtdi_aa_service_id":"","_ibtdi_aa_related_ids":"","_ibtdi_aa_human_reviewed":"","_ibtdi_aa_disable":"","_ibtdi_aa_disable_links":"","_ibtdi_aa_sources":"","_ibtdi_aa_update_notes":"","footnotes":""},"categories":[491],"tags":[3607,18415,18413,3027,18414,11262],"class_list":["post-18094","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-491","tag-3607","tag-18415","tag-18413","tag-3027","tag-18414","tag-11262"],"_links":{"self":[{"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/posts\/18094","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/comments?post=18094"}],"version-history":[{"count":0,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/posts\/18094\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/media\/18096"}],"wp:attachment":[{"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/media?parent=18094"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/categories?post=18094"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/tags?post=18094"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}