Prepare for Your Performance Review Before You Start the Job
Prepare for Your Performance Review Before You Start the Job
When you start a new job, you probably realize the first three months are critical to your long-term success. Everybody’s eye is on the “newbie” as you learn the ropes. “Does anybody want to go to lunch?” is the wrong thing to say in a run-during-lunch or never-leave-the-desk culture.
You may begin your job by reading a stack of manuals. Or you may dive right in to fix a crisis or install a much-needed systemd.
Your first step… Logical first steps, right? Wrong! Your very first step should be to set up a meeting with your boss to find out what will count in your new job.
What You Need to Know
* What does your boss expect: outcomes, budget, best film school and dates. Be as specific as possible.
-If you’re designing a training program, by what date will you have brochures? Attendees?
-Will participant evaluations of the program influence your own evaluation?
* What is the next step in your career path?
-How can you prepare
yourself for promotion?
* Does your company evaluate by numbers, e.g., my-myy-s 5 is outstanding and 3 is average?
-If so, what would you need to demonstrate for a top score?
* Is your boss expected to “curve the grades?”
-If the boss is limited to three “outstanding” ratings out of ten people, learn whether the top scores have traditionally been awarded to the same people each year.
* Try to learn how your boss will be evaluated. You may not be able to ask directly but you can expect to be rewarded for helping your boss score points.
Reality Checks
Begin keeping a record of your activities and accomplishments. Write entries every week, if not every day. Save evidence of accomplishments so you can be ready to document your performance.
Finally, as you learn the ropes, compare formal and informal rules.
Tom’s boss said, “We POEA JOB HUNT want you to revitalize this product line.” After considerable work, Tom managed to increase sales of a dying product. He was horrified to receive a “Below Average” evaluation. His company maintained the line as a loss leader. They wanted a caretaker, not a manager. Tom was the wrong person for that job.
Angela was hired “to raise standards and prominence” of a private college’s new program. She soon realized the school needed money and she would be rewarded for increasing the number of tuition-paying students. She turned her efforts from program content to marketing. If she were uncomfortable in that role, she would have sought a new job.
The Bottom Line
Don’t wait a six months or a year to find out what your boss expects. You may even be able to lay a foundation for these discussions during the hiring process.
Regardless, a supportive boss will welcome your initiative. Those who insist on vague standards кудепста карта (”hey, polaris atv for sale ontario canada we all know what poea hiring we’re supposed to do”) or feel insulted by the question (”are you worried I won’t CHEAP CABINS IN BROWN COUNTY give you a fair shake?”) are sending a loud, clear warning: “Danger ahead.”
I offer one-to-one consultations on career strategy.
About ski towers The Author
Cathy Goodwin, Ph.D., is an author, speaker and career/business consultant, helping midlife professionals take their First bucket elevator design book step to a Second Career. http://www.cathygoodwin.com.
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Contact: cathy@cathygoodwin.com 505-534-4294
Iraq and Afghanistan: Staying Until the Fight is Over
The Armed Forces Press Service recently quoted Army Chief of Staff General Peter J. Schoomaker as saying that the current level of soldiers in Iraq could remain constant through 2010. Naturally, this sounded alarms in the mainstream media, which had been reporting for some time that the Army planned to reduce troop levels significantly during late 2006 and into 2007.
There are two important things to note here. The first is pretty straightforward: troop levels are constantly adjusted to meet the conditions on the ground. When the level of violence dipped in Iraq, the commanders on the ground reduced the number of troops in the country to just over 100,000 and talked about further possible reductions. As the level of violence steadily increased this year, though, troop levels again went up, with slv1-msgr some deployments accelerated and some re-deployments delayed. The same held true in Afghanistan, where NATO countries were called upon to increase troop levels in response to increased Taliban activity in the southern part of the country.
The point is that there is no magic formula for the number of soldiers on the ground. Troop levels rise or fall in direct proportion to the levels of violence in Iraq and Afghanistan. Calls for massive troop reductions ignore the realities in both countries. The fight is far from over and Afghanistan and Iraq could easily be lost if our кемпинги в Хорватии resolve wavers.
The second thing to note is a bit more conceptual and thus more difficult for people to understand: we are an Army used yahama cycle parts (and Navy, and Air Force, and Marine Corps) at war, but we are not a nation at cummins diesel v12 truck war. What I