By: Alythea Ho
Question: Help! Ok I know this sounds paranoid but I think I can’t meet my KPIs for this year. My boss and I have quite an OK working relationship, but I’m afraid after this I’ll have no chance for a promotion. It’s almost year-end, so what do I do now?
Answer: Ah yes, it’s that time of the year again when the terrors of missed-KPIs start crawling out of the woodwork. First, calm down. You’re not alone in your worries. In fact, not meeting performance goals and targets was voted the top workplace phobia among Singapore workers.
While we cannot help you magically hit your KPIs in a few weeks, here are a few things you can consider to help in ‘mitigating’ a potentially negative performance appraisal: (Read More Here!)
Performance review – two words that invoke dread in most including managers. Giving constructive feedback isn’t the easiest to do but feedback is one of the main tools that will help you develop your staff. Here are some tips on how to give constructive feedback effectively.
Look at the whole evaluation period
It’s human nature to be near-sighted – your executive’s latest failure to hit her targets would probably outshadow her stellar performance earlier in the year. While it is necessary to raise the areas she needs to improve on, it is equally vital to highlight her past good work done in the entire evaluation period.
Keep the atmosphere light
If both parties are nervous, having your feedback discussion in a daunting conference room won’t help the situation. Try somewhere outside the office that’s quiet and conducive like, a nearby coffee shop. Your attempt to put your staff at ease will be appreciated.
One main point is to point out areas that can be improved on but some forget feedbacks are done to acknowledge good work too. Some managers will find that they have little to say if their staff is generally a good performer, so the meeting ends quickly on a superficial level. By providing positive feedback, she will feel that her efforts have been validated.
Don’t wimp out
Don’t sugarcoat your critical feedback. Some have the tendency to rush through and blabber on after pointing out a criticism to soften the blow. As uncomfortable as it is, stop and let the message sink in so that she knows this is an issue. And don’t add the criticisms as an afterthought to the end; she might be relieved that the ordeal is over and not pay attention to what you say.
By Shi Tianyun
Performance review – two words that invoke dread in most including managers. If your job requires you to evaluate someone else’s work, you are probably relieved that the midyear review is over. Giving constructive feedback isn’t the easiest or fun thing to do but feedback is one of the main tools that will help you develop your staff.
If you had a hard time with the midyear evaluations or are a new manager, here are some tips on how to give constructive feedback effectively so you will be prepared when the end of the year rolls round.
By Farhan Shah
The end of the year in Singapore usually signals many things; it signals the start of the monsoon season, the introspective review of last year's completed resolutions (and the subtle amnesia of broken ones), and the arrival of the dreaded appraisal spectre that usually decides whether you'll be traipsing on the beaches of Barbados or wading through knee-deep muddy water in Bangkok for your holidays.
Consistent work throughout the year usually guarantees a decent appraisal score and a well-padded bonus that can buy that next big-ticket item. However, having a few screw-ups during the year also doesn't mean that you'll be getting bad reviews as December rolls around.