How to Handle a Performance Review at Work

Career Expert Jason Kay

Career Expert Jason Kay

Most people look forward to job reviews about as much as they do a root canal. No matter how well you think you’re doing, there’s always the possibility that your supervisor will see things differently and call you on the carpet for your actions-or inactions. But there are steps you can take before, during, and after your evaluation to boost your career and actually help you look forward to reviews in the future.

Before the Review

Get on the boss’ calendar. While most people don’t enjoy a performance review, they are crucial to your career. So if your boss doesn’t conduct them on a regular basis (annually or semi-annually), the best thing you can do is ask for one. Why? First, you really do need to know what your supervisor thinks of your performance so that you can continue the good stuff and change the bad stuff. Unless you want to spend the rest of your career exactly where you are, that is. Second, reviews are typically when employers hand out raises and promotions. Not a bad incentive to schedule one today.

Come prepared. Sure, performance evaluations mostly consist of your manager telling you how she thinks you’re doing, but it should include some two-way communication. You should be prepared to share important information-such as your sales numbers, praise from satisfied clients, and projects you’ve spearheaded-so that you can lay out the positive contributions you’ve made.

During the Review

Stay calm. You may feel as jumpy as a kid in the principal’s office, but you need to force yourself to stay cool and professional at all times. And if the boss turns the conversation into a list of all the ways you’ve fallen short over the past year, don’t argue. It is okay, however, to respectfully point out the strengths you’ve brought to the organization. This is where your list of accomplishments comes in handy. And remember to never, ever take what your supervisor says personally. It’s business.

Iron out a plan for the next year. To avoid any surprises in future reviews, you need to know how your success will be measured. Ask your boss to work with you on a plan for the coming year (or six months) so that you both know how your progress will be measured. If there are markers in place-and you meet them-you’ll never fear a review again.

Ask for her input. You want to make sure your manager knows how committed you are to doing a good job for her. It may become crystal clear what skills she thinks you need to work on, but if not, ask her to share with you the areas in which she believes you need to improve. You’ll not only score major points for asking, but this may be the most valuable information you get out of your review.

Thank him. Especially if you feel like you’ve been raked over the coals, you may not want to express gratitude. But think about it this way: your boss has just given you very powerful information. He’s told you where he believes you have room for improvement, and, assuming you can make changes in those areas, you’re on your way to serious career growth. More money, more responsibility, a new title-it all starts with knowing where you stand with the head honcho.

After the Review

Determine a course of action. You should come out of your review with an action plan for the coming months, and there’s no time like the present to begin working on your goals. If your boss indicated that you need to acquire more skills to advance, begin looking into that computer or marketing class now.

Start looking around. If your review was more of a blood-letting than a constructive conversation between employer and employee, you may have to face the fact that your boss either doesn’t like you or doesn’t like the work you’re doing. If you think you can change one or both of those things, by all means, give it a try. If you don’t think that’s a possibility, start putting out discreet feelers for other opportunities.

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Financial Planning Career – Planning Someone Else’s Retirement By Jeff Melvin

Show me the money with a financial planning career! If you’re considering a career in financial planning then you better enjoy working with numbers and people, more specifically, people and their money. Arm yourself with information found in this article to assist you in making an informed decision.

What is a Financial Planner?

A financial planner is someone who acts as an adviser to his or her clients. They find out what the client’s financial goals are and use this information to create a plan. This plan gives clients a roadmap to follow in achieving their financial goals (such as retiring by a certain age, having a certain amount of money saved for something etc.). Contrary to what some believe, a financial planner is a lot different from an accountant, as financial planners advise how to use money, whereas an accountant keeps track of the money.

Financial planners are considered “jacks of all trades” because they must know a lot about the financial world. They must be well versed in stocks, savings bonds and other forms of investments. This does not mean that they do not consult with others, however. Good financial planners also consult with a client’s other advisers (lawyers, accountants etc.) to fully understand a client’s situation so that they can offer good information. Because of the variety of things they must do, a financial planning career is very intriguing for those who like variety in their day-to-day activities.

What Does it Take to Become a Financial Planner?

A financial planner should have a bachelor’s degree that includes coursework in mathematics, statistics, economics, & business. A degree is not a requirement, but in nearly all instances a planner will need the Series 7 and Series 66 or 67 license to conduct business on a client’s behalf. These licenses allow them to act as a representative of a securities organization and give financial advice.

What is the Pay?

Financial planners, like many others in the corporate/business world, are usually very well paid. Many financial planners earn at least $55,000 a year, with some pulling in as much as $100,000 or more per year. How much you make will depend on whether you’re working for a financial firm or going it alone. Typically, as long as you have a good client base, freelance financial planning is more profitable.

Cautions About Financial Planning Careers

A career in financial planning is not for everyone. Some people are cut out for the work, but others are not. Some of the cautions about financial planning include:

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Four Methods of Job Search By Barbara Safani

There are four core methods of job search and I encourage job seekers to use all of them. When you are in search, looking for a job is your full-time job and you should plan to dedicate 35-40 hours per week to your search or a percentage of that it you are searching while employed. Here’s a quick rundown of the four methods of search.

Job Boards – When using the boards, you need to be as strategic as possible in your approach, because there is an enormous amount of information posted on the boards and employers receive multiple responses for each position they post. One of the best strategies for managing your presence on the job boards is to stick with niche boards that best match your professional level, industry, or job function rather than spending time on a board that claims to be all things to all people. This allows you to be a big fish in a smaller pond and potentially garner more immediate recognition from a hiring authority. For example, a senior-level executive is generally better-off creating a presence on a six-figure job site than on a general job board that posts jobs at all professional levels. Another way to optimize your time spent on the boards is to set up job alerts based on keywords and geographical preferences to streamline the amount of time spent on the boards and optimize the amount of relevant leads.

Recruiters – A recruiter can be a great ally during a search, but keep in mind that recruiters are generally only going to be interested in your candidacy if your skill set matches a position in their current job requisition portfolio. In addition, recruiters can only expose you to the positions from the companies that are willing to pay a recruiter to manage the search process. When you partner with a recruiter, you only get to see a small percentage of the available jobs in the market.

Cold Calling – People in search often find their jobs by cold calling on potential decision makers in companies. By creating a marketing letter that communicates your skills, accomplishments, and value-add, you can attempt to forge relationships with key people in the companies you would like to work for. The goal of the letter is to build a relationship with people in companies where no relationship existed before. If you can create and nurture a relationship before there is a need to fill a position, you are much more likely to be considered as a candidate when there is an opportunity because you are now part of the inner circle of contacts within the company. This method takes work and may not yield immediate results, but if these new relationships are nurtured over time, they can grow into opportunity with the company down the line.

Networking – Networking is the art of exchanging information continuously and graciously with members of your professional and social communities. People are more likely to share information with people they know and trust. Sharing information about job leads comes naturally in networking circles. Attempt to give more than you get and don’t keep tabs on your goodwill versus someone else’s and eventually you will find that you can almost always find a connection for whatever you need…whether it’s a recommendation for a great restaurant, advice on a project, or a tip on a job lead.

Yes, it’s a lot of work, but it is quite rewarding to help others and receive their help in return. Now it’s time to put these strategies to work. Best of luck in your search and beyond!

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