Your Yearly Evaluation: How to Get a Square Deal

There was a time when a worker's raise, promotion, or bonus was often based on the "good-old-boy" system, a rather loose method of defining an employee's worth each year by who they knew in the office upstairs, or how well they got along with the supervisor for previous year. In today's litigious society, however, evaluations seem to have gotten more formal, and employers often go to great lengths to set yearly objectives, formulate metrics for those objectives, and then have an official interview with each employee to finalize the evaluation. When done properly, the more formal method does suggest that the employee is more aware of what is expected of him/her, and can make sure that each of the objectives are addressed in some way during the work year.

It is at that all-important conversation between the employee and the supervisor, however, that many of the decisions are made. The average worker isn't always armed with the proper information and attitude for this meeting, however, and may be short-changing himself when it comes to getting credit for his work, and the best possible chance of a good raise. Here are a few preparatory steps that can help to maximize your opportunities at your evaluation meeting.

1. Know your objectives. When you go to the evaluation interview, make sure you know what your personal objectives were, and be able to describe your activities with regard to each goal. Even if you didn't completely finish one of the goals, be able to identify what progress was made.

2. Don't sidestep anything. Don't avoid discussion about a particularly damaging part of your performance for the previous year. If you were lacking in some area, take the initiative of telling your boss what your plans are to remedy the situation. If you think it would help to take a class, seminar, or additional on-the-job training, recommend a line of attack, and a reasonable schedule to get back on track. If your supervisor suspects that you are taking the bull by the horns, he/she will worry less about your acceptance of the problem area and will assume that you have taken ownership of the corrective action.

3. Take credit where it is due. Many times, your supervisor is actually looking for some ammunition to give you good marks, and recommend you for that raise or promotion. Without seeming boastful, make sure that he is aware of your accomplishments against each goal. This is why having a metric (measurable progress) against each objective is so important. If it is obvious that you have completed that particular task, it allows those check marks to add up easily. It won't seem like you are bragging in this category, if you have been willing to identify your shortcomings, as well, as mentioned in the previous paragraph.

4. Keep a positive attitude. Managers are often concerned about workers' attitudes. If they feel positive about the work that they are doing and the accomplishments of the company, they will be more inclined to pay attention to details on the job, show up on time, and be the team player that helps out when problems arise. If, during your interview, you can display a company-oriented attitude, your manager is going to want to give you every break that can be allowed.

5. Be brief and professional. Look, there's a good chance your supervisor is going to have to be responsible for several interviews the same day as yours. Don't spend hours and hours going over your details. Hit the highlights, and only discuss the finer points if he/she brings them up. And don't be overly buddy-buddy with him at this interview, if that isn't the type of relationship that you have on a normal basis. Your manager will see through that ploy in no time, and think that you are patronizing him just for the raise.

Keep these tips in mind, and you may get the best deal possible out of your yearly evaluation.