Tips to Improve Your Employee Performance Rating

Improving an employee performance rating relies on effort and communication. Instead of feeling wiped out by negative reviews, use the review process as a motivating factor. Discuss improvement strategies with other employees who have advanced from entry-level positions at the workplace. Every workplace is different, but a few guidelines can get you started before you perfect performance improvement tactics to suit your specific responsibilities and ratings.

1: Prepare for Annual Performance Review

If you find that your first review brings negative feedback simply due to being unaware that you weren't going to have one you should ask your boss when the next one is coming. Read books about your job. Look up business and technology trends in the newspaper. Get yourself prepared mentally for the review. For people who tend to get nervous under pressure, this is especially necessary.

2: Ask for Performance Appraisal Feedback

If you don't know what you did wrong you can't fix it. So be personable during and after the interview. Find out what can be improved and exactly what was lacking in performance. This will increase the level of comfort with constructive criticism and therefore communication skills. Starting here can open the gateway to more constructive, deliberate discussions with managerial staff and, therefore, an increased understanding of responsibilities.

3: Use Performance Appraisal Feedback

Once you've gotten some initial feedback, start to apply it. Look for opportunities during the work day to improve performance. Make a list of potential improvements after the initial interview and keep it close. When a task is assigned that was tagged as a weakness, do some research before making improvements. Prepare adequately for each task and the next appraisal should reflect the effort.

4: Understand the Rating System

If you're wondering how your performance actually translated into the rating system for employee performance review, ask the human resources manager at your place of employment. He or she will be able to tell you how the test was designed, probably right down to the statistical averages for employee ratings over time. If you feel the need to compare yourself to others you could ask about the average rating. But don't use this as an excuse to scale self-performance, since the scale might change the next time around for your particular workplace.

5: Time Management

It's hard to make progress when you don't have any time in a day to evaluate it. Devote some of your time to planning your schedule for a week or two weeks at time. This will keep you from getting caught up on tasks during the day that may be better saved for tomorrow. Oftentimes, some tasks will be dependent on the completion of other tasks. So be aware of which tasks will be better completed after gaining some initial ground. This kind of thinking also improves skills in working as a team. Time management keeps employees focused and helps a lot when group work is required. Set deadlines that are flexible and allow room to shift responsibilities instead of procrastinating.