The end of the year is slowly approaching, and that of course only means one thing: it is almost time for the end-of-year or appraisal interviews. Here you look back on your performance in 2023. Depending on this, you may be eligible for a promotion, bonus or pay increase. An important conversation. How do you best prepare for this? And what do you do if the review is more negative than you expected?
Prepare your assessment interview well
Good preparation is half the battle, even during assessment interviews. Think about what went well last year and what didn't. Many employers appreciate it if you can objectively assess yourself and your performance. For example, answer these questions:
- 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? If so, what and what did you learn from it?
Make your contribution visible to your manager before the assessment interview
If you work from home a lot, chances are that your manager has less insight into your work and performance. So make sure you paint a clear picture of this, preferably before your assessment interview. Map out or explain clearly what you have done, what went well and what could be improved. Don't just assume that your supervisor already knows this.
The consequences of your assessment can be significant
It is possible that a lot depends on your performance review. Have you achieved all your goals and achieved great results? Then you may be eligible for a contract extension, salary increase, promotion or a bonus. But the conversation can also have negative consequences: if you don't achieve your goals or perform well, you may miss out on bonuses or even put your job in jeopardy.
What happens if you get a bad(er) rating
A bad review can happen, as can a less good review than expected. That doesn't have to be a problem if you and your manager come up with a way to perform better in the coming year. 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 what exactly you need to do differently, how long you will have to do it and how you will be guided. You record these agreements in an improvement plan. This often also includes interim evaluations. Does your employer still think that you are not performing properly after the improvement process? This could then lead to dismissal.
Disagree with your assessment?
In any case, do not sign the report of your assessment interview, as this indicates that you agree with it. For example, sign 'seen, disagree'. You can then object. Draw up your objections in writing, send/give them to your employer and ask him to include them in your personnel file. This prevents a one-sided file build-up, which is useful if it comes to a dismissal procedure. Also check whether your employer has an objection protocol or procedure. This often states within which period you can file an objection and how to do so.
Want to know more?
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