Performance Review - How to Avoid the Classic Hazards and Strengthen Your Argumentation!
How to avoid the classic hazards and strengthen your argumentation!
Listed below are the typical hazards - and how to avoid them!
In my company there is no money for education!
REPLY: Under no circumstances should this deter you from signaling that education and development are necessary and that you are prioritizing them.
I dare not (feel bad) to ask my nearest manager for training!
REPLY: Think about what your leader is thinking - if you are not asking for upskilling and education? What signal are you sending? And do you take yourself and your role in the company seriously?
In my company we do not have performance reviews!
REPLY: Then create your own performance review! Make sure your argument is in place - based on your current job situation and what it will contribute to the company - then you are sending a positive signal to the company - that you take yourself and the company seriously!
In my company we are simply too busy for training!
REPLY: It must not deter you from seeking education and development. Time is something we prioritize and it is rare that it creates more time not to upskill its competencies.
So here it is even more important to send a clear signal to the company - that you want to be ahead - both for yourself individually but also to strengthen the company.
I have asked my manager - but the company has refused to pay for my education
REPLY: Consider asking one more time anyway! Many managers assure the quality of how much you really want your education by immediately saying that it is difficult or not possible. The fact that you return with further argumentation - for that type of leader will be the quality assurance that you mean it seriously.
Alternatively, you can ask your company for a gross pay scheme - and maybe ask the company to give you the days for it. Hereby you send a signal to the company - that you want education and you want to strengthen your skills, your CV and your performance at work.
Your argumentation is important - you need to make sure you have:
Think of your company - as a whole!
Think about your job!
Think about your manager or HR / decision maker!
Think of yourself!
Look at your current challenges in the job - and focus on what the education or skills development you are looking for - can concretely contribute to.
In your argument, you can consider the following questions:
How will it concretely strengthen the company?
What does the company achieve in relation to you for example greater commitment, greater efficiency, greater well-being, minimizing stress and conflicts, etc.…
Use your knowledge and insight - and in this way signal to the company - that you can see that it not only helps you as an employee but also the company as a whole.
Pay extra attention:
It is your responsibility to inform and help your manager understand your development plan and desires - it is not your manager's job.
Think about whether your leader is most focused on the bottom line and results or on well-being and collaboration - and regardless of focus, it is your job to ensure that your argumentation is in place.
You help your manager best by clearly, accurately and clearly telling what it will give you, the company and what it will concretely contribute and strengthen.
A dialogue that is factual and correct based on the situations and challenges in the company. The more current it can be with examples - the better!
And do not forget - the dialogue must always be targeted and take place in a pleasant tone.