Still always quite exciting, isn't it, such a conversation with your manager about your performance and development? Sometimes a lot also depends, for example whether you get a salary increase, bonus or promotion. How do you prepare for the important Perform & Develop discussions with your manager? And what if they think that 'improvement is necessary'?
Not receiving our newsletter yet? Then sign up quickly.
Perform & Develop cycle
At Aegon, the assessment of your performance and development takes place in the Perform & Develop cycle. You have regular conversations with your supervisor about this - how regularly, you agree on that. The cycle starts at the beginning of the calendar year: then you set individual, team, and development goals, which you record in Workday. During the year, your supervisor and you keep track of progress during check-ins. At the end of the year, you look back: did you achieve your goals, and how did you develop?
Based on your check-ins, the end-of-year meeting, your self-evaluation and the input from colleagues and other stakeholders, your manager determines in which category you fall: 'Successful', 'Exceptional' or 'Improvement necessary'. These categories then determine whether you are eligible for a reward. From a salary increase or a bonus to the opportunity to receive training or work on a challenging project.
Want to know more about the Perform & Develop cycle? Check Article 2.2 of the Aegon CLA, which explains how the cycle works. Article 3.4.5 of the Aegon CLA regulates how the individual salary increase is calculated.
Prepare your check-ins well
Good preparation is half the battle, also during appraisal interviews and check-ins. Think for yourself what went well recently and what went wrong. Many employers appreciate it when you can objectively assess yourself, your performance and development. For example, answer questions such as:
- What have you done in the past year?
- What went well?
- Did you deliver a special performance?
- Were there exceptional circumstances?
- Did things go wrong? And if so, what have you learned from it?
Corona: shorten the distance
Due to corona and working from home, there is a good chance that your manager has less insight into your work, performance and development. So make sure you paint a clear picture during your conversation. Explain clearly what you have done, what went well and what could be improved. Don't just assume that your supervisor already knows this.
What happens if you get a bad rating?
A bad review can occur. That does not have to be a problem if you come up with a way to work on improvement with your supervisor. Does your employer think you are dysfunctional? Then he must give you the opportunity to improve. This is called an improvement process. You make agreements about exactly what you should do differently, how long you will be given and what guidance you will receive. You record these agreements in an improvement plan. This often also includes interim evaluations. After the improvement process, does your employer still think that you are not functioning properly? Then this can lead to dismissal.
What if you disagree with your bad rating?
In any case, do not put your signature on the report of your assessment interview, as this indicates that you agree with it. For example, sign with 'in advance, disagree'. You can then lodge an objection. Draw up your objection points in writing, send / give them to your employer and ask if they can be included in your personnel file. This way you avoid a one-sided file structure, which is useful when it comes to dismissal proceedings. Contact the advocate Inge de Vries, she will be happy to help you further in this process.
Use it to your advantage
But an assessment interview is not all exciting. You can also use the moment to get something done. Think of a salary increase or a role with more challenge or development opportunities. For example, the assessment interview can be a great opportunity to work on your career and realize your ambitions.
