If your employer has a formal job review process, then you want to take advantage of that. However, many companies do not have a formal review process. In this case, you should still try to get some feedback from your boss. But you should also give yourself a personal job performance review. Effective performance reviews accomplish three main things: measure progress; set goals; and define an action plan. Whatever your job situation -- if you work for yourself, are currently employed or are in between jobs -- give yourself a personal job performance review.
If your employer has a formal job review process, then you want to take advantage of that. However, many companies do not have a formal review process. In this case, you should still try to get some feedback from your boss. But you should also give yourself a personal job performance review. Effective performance reviews accomplish three main things: measure progress; set goals; and define an action plan. Whatever your job situation -- if you work for yourself, are currently employed or are in between jobs -- give yourself a personal job performance review.
Measure your progress by updating your resume. What have you accomplished in the last three, six, nine and twelve months? Is this more or less than you had planned? If you are self-employed, have you hit your revenue and growth targets? If you are in-between jobs, what have you done towards your job search or career development?
Set or re-set goals. Do you need to continue with the plans you made for this year? Have circumstances changed to warrant new goals? If you are an employee, has your company or industry changed where it may make sense to develop new skills, focus on different areas or look for a new job? If self-employed, will you focus on the cost or revenue side of the business? If in-between jobs, will you focus on finding new job prospects, networking with existing targets, interviewing skills, or learning a new trade?
Define a concrete action plan. Based on the goals, what exactly are you going to do over the next six months? How does this translate month-by-month, week-by-week, and day-by-day?
Reviews that measure performance are great for holding you accountable to your plans. Reviews that help clarify old goals or identify new goals are great for providing short-term direction. Most importantly, the outcome of a review should be actionable steps. I coached a mid-career researcher last week who felt adrift in her career. When we actually itemized where she was and what she needed to do, she felt energized, inspired and much more confident.
You might think you have not accomplished anything in the last few months but think differently once you’ve taken the time to itemize your accomplishments. Maybe your circumstances have changed to render whatever actions you have taken obsolete and you want to redirect to ensure you stay on track to your goals. You can always progress further along than you are now. Give your career a review and act accordingly.
Is Your Job Search Flexible or Just Unfocused?
As a recruiter, I’ve seen lack of flexibility on the recruiting side with employers clinging to every last detail in their ideal spec while perfectly good candidates get overlooked. As a career coach, I see jobseekers prematurely dismissing possible targets waiting for that perfect job. It’s true that you want to be focused in your job search (otherwise you dilute your efforts and come across as scattered and possibly desperate).
5 Questions to Test If Your Resume Is Recruiter-Proof
After recruiting in search and in-house for over ten years, I have read thousands of resumes. Due to sheer volume of resumes received and all the other things that vie for the recruiter’s attention in the hiring process – scheduling, interviewing, networking, reference checks, client debriefs, and more – the resume review process is ruthlessly quick.
Why Conventional Wisdom On Work Flexibility Is Always Wrong
In a previous post, I wrote about why employment statistics are always wrong. In a similar way, conventional wisdom on work flexibility is always wrong. It is impossible to generalize something that is inherently case-by-individual case. Therefore, any boilerplate advice or conventional wisdom is bound to omit a key consideration, underweight or overemphasize other considerations, or take too long-term or short-term of a view.
