How should an employee treat the self-assessment portion of the review?
Answer
As a formal business case presentation for the next promotion
The suggested approach is to treat the self-assessment as a formal business case. This involves documenting specific projects, quantifying impact, and explicitly mapping achievements to the required competencies for the role the employee aspires to hold, framing past performance as preparation for future responsibilities.
Related Questions
What dual functions of performance reviews often lead to friction?Which type of feedback is cited as being more effective at driving career progression?How should an employee treat the self-assessment portion of the review?What can a mediocre or mixed review often cause in cultures reliant on documented performance data?What issue do annual check-ins frequently suffer from due to the time lag?Which strategy is suggested for modernized performance management systems?What is a direct benefit of an employee being reviewed quarterly instead of annually?What is the intended purpose of the calibration process following individual reviews?Why is disciplined self-documentation essential for an employee's long-term career health?How does the text ultimately describe performance reviews in relation to management culture?