Performance evaluation is necessary for every type of employee. It doesn't matter if you're part-time, if you're temporary, if you're working on contract, or if you're full time or direct. You need to know how well (or how not well) you're doing.
Unfortunately, you can't always wait for your boss or supervisor to provide you with the feedback you need regarding your performance. There are a number of reasons for this:
Your performance is tied closely to the value that you provide for your employer. We've stated this numerous times before, but everything in the employment marketplace boils down to value. You must provide value to your employer if you want to be considered a valuable employee. (Makes sense, doesn't it?)
The better your performance, the more value you're providing. The more value you're providing, the more valuable you are. And remember: it's not how valuable YOU think you are that's important. It's how valuable other people (especially your supervisor and management) think you are that's really important.
This means that you will need to be proactive in your pursuit of your performance assessment. You can't just sit back and wait. That's because you might be missing the mark in certain areas and not even know it. Below is a four-step blueprintfor accurately assessing your job performance:
#1 - Clarify expectations at the outset.
You can't hit your performance goals if you don't know what those goals are. Clarifying the expectations that your employer has for you is the first step in meeting those expectations. If possible, get them in writing. This will set you on the correct path and help to eliminate confusion and miscommunication.
#2 - Track the right numbers and metrics.
More than likely, there are production metrics associated with the expectations discussed in step #1. If so, then it will be easier to chart your progress and performance. You just have to hit your numbers, and more than likely, you'll be able to track those numbers yourself. This allows you to assess your performance on a daily or weekly basis and make adjustments accordingly.
#3 - Ask your supervisor for feedback.
Okay, you knew you'd have to do this eventually. However, this is important because as we mentioned above, what the supervisor thinks of your performance is ultimately more important than what you think of it. Once you get "their side of the story," you should be able to make better and more effective adjustments to achieve the desired results.
#4 - Pursue improvement in deficient areas.
By this time, you probably know the areas in which you're deficient. Now is the time to take steps to shore up those areas. Engage in additional training. Put in more hours to hone your craft. Whatever it takes to improve your performance, be willing to do what is necessary to make it happen. The bottom line is that you're investing in yourself, and you believe that you're worth the investment, correct?
If you're currently conducting a job search, then Time Staffing can help! Contact us today to find out about the employment opportunities that are available in your chosen field.
Time Staffing Inc.