Performance appraisals are an essential part of your career growth, influencing decisions on pay, promotions, and professional development. However, they can also be challenging, especially when feedback seems unclear or when past performance doesn’t reflect your current contributions. At HR Hub Plus Limited, we understand the importance of these reviews and how to handle concerns in a way that promotes both growth and collaboration. Here’s how to navigate raising concerns during your performance appraisal effectively.
Why Performance Reviews Matter
Performance reviews are vital for providing feedback, setting career goals, and determining pay and promotions. They are key to tracking achievements and identifying areas for improvement. However, traditional appraisal methods are often criticised for being infrequent, overly focused on past performance, and prone to biases, which can result in discouraging or unfair reviews. Research suggests that regular feedback, along with a strengths-based approach, can significantly improve performance management and overall employee satisfaction.
When to Raise Concerns
There are moments when it’s important to raise concerns during your performance review. If feedback seems inconsistent with previous assessments or doesn’t reflect your recent work, it’s worth asking for clarification. In cases where your achievements are overlooked or underappreciated, it’s also important to highlight your contributions. If you feel the feedback is vague or not constructive, request more specific advice to help guide your improvement. Furthermore, unresolved issues from past appraisals, whether related to workload or support, should be addressed, as well as discussions around career advancement if you’re ready for greater responsibilities.
How to Raise Concerns
To raise concerns productively, preparation is key. Review your recent accomplishments and gather specific examples to support your points. Keep the conversation calm and objective, focusing on facts and solutions rather than emotions or frustrations. Express a desire for more frequent feedback, as this can help address concerns in real time rather than waiting for an annual review. When raising concerns, it’s equally important to listen to your manager’s feedback, ask clarifying questions, and show openness to constructive criticism.
The Power of Regular and Strengths-Based Feedback
Traditional performance reviews often fall short by focusing too much on past performance and not enough on growth. A shift toward more frequent, strengths-based feedback is gaining traction, as research shows it leads to better outcomes for both employees and organisations. This approach helps employees stay engaged, focused on their development, and encourages continuous improvement. By offering regular feedback, managers can make timely adjustments, creating a more supportive, dynamic, and productive work environment. Regular feedback also lets managers make adjustments when needed, creating a more supportive and positive work environment. By embracing this approach, everyone can grow together, helping both individuals and teams succeed.
