3 Ways to Shine at Your Performance Review
Each year, or multiple times per year, say quarterly, the boss brings in each employee to his or her cushy corner office for that often dreaded, sometimes highly anticipated, but always expected, performance review. If you haven't had one yet, you're bound to eventually. But it's nothing to get frazzled about, in fact, it can bring you to the next phase of your career.
Whether or not you feel like you've done a stellar, or at least satisfactory job leading up to the review, the prospect of actually sitting there to have your work hashed out, picked apart, and evaluated is daunting. You want to appear confident and put forth the best version of yourself as you discuss your performance, from the A+ moments to those not-so-remarkable ones. Hey, we all have 'em.
You may be nervous, hopeful, or even self-assured, but no matter your emotions, you really never know what's going to go down. However, you can prep yourself in order to shine like the star you know you are or aspire to become. Follow these three tips so your performance review deserves a standing ovation!
Prepare Ahead of Time
Even the most confident employee should get ready before the big meeting. Collect your facts and figures, make notes, and rehearse key talking points. Of course you know what you've been up to since your last review, but your boss is busy, and may only have a broad overview of what you have done specifically. Listing out your main accomplishments and what you've done to move the needle will be imperative discussion points when your boss needs to know what makes you a value to the company.
As per USA Today, prepare a self-evaluation. "Plan ahead by keeping a file of your accomplishments. Then, prior to your review, draft a document reviewing your accomplishments. Use bullet points, making it easy to read with measurable outcomes. Provide your self-evaluation to your boss prior to your review."
This planning will allow your boss to save time during your meeting and already have a feel for what to further delve into. It will also show that you're organized and prepared. Plus, it will help you stick to a positive discussion trajectory and give your boss a better understanding of your progression and work ethic. It may also ease any jitters you have regarding forgetting prime topics you want to cover during the performance review.
State Plans for the Future – Personally and Professionally
So you've made it this far, but what's to come? A plan of action is just what your boss wants to learn about once you've followed up on the past. Knowing that your boss wants to hear about goals and moving forward is a positive sign that your performance review made the grade up to that point.
Talk about how you want to help make the company stronger and grow professionally – both for your own goals and for the good of the company. Forbes interviewed some members of the Young Entrepreneur Council. One member, Brittany Hodak or ZinePak said, "Entrepreneurs value employees who are constantly striving to make themselves better—having a more skilled team leads to a better company. Another member, Phil Laboon of Clear Sky added, "I am always looking for my employees to tell me things they would like to pursue within the company. By suggesting a project they would like to manage, it shows me their continued interest in the company. I feel confident that if it's a project they are suggesting, then they will excel at it."
Showing that you have a vested interest in the company's success is just as important as what you've done so far. There is always room for new strategies, projects, and improvement. Prove you're in it for the long haul and have visions for the months and years to come.
Discuss What's Not Benefiting You or the Company
Not every breath of your conversation during your review needs to be rainbows and butterflies. It's beneficial to discuss items that need improvement too. Honesty is valued and an ambition to do things better is always appreciated by an intelligent boss. It's also a good idea to discuss ways to change things up or introduce new practices and performance-enhancing programs or technology.
As per Forbes' interview with entrepreneurs, Manpreet Singh of Seva Call said, "I love it when team members keep me informed of new performance-enhancing options. And performance reviews are the perfect way to contextualize a conversation about the benefits of adopting new tools and methods."
When you can be open about room for improvement, everyone wins. As USA Today puts it, "Get consensus with your boss in terms of how you'll address your opportunity areas or weaknesses. Remember, we're all works-in-progress so have a positive attitude about improving your performance."
Keep your ideas well-formulated – don't go on a tirade about co-workers in the office or nitpick about inconsequential issues. Most importantly, at your next review, be prepared to exhibit how you've made progress in the areas discussed.
After a successful review and the timing is right, a raise in salary may be just what the doctor ordered. Need help in how to approach your boss to discuss a salary increase? Check out these tipsto make it work in your favor.
Are you ready to shine at your performance review? Keep cool and show your boss you're an asset.
Looking for a job? In addition to encountering those annoying never-ending job interviews you may find yourself face-to-face with an artificial intelligence bot.
Companies worldwide increasingly use artificial intelligence tools and analytics in employment decision-making – from parsing through resumes and screening candidates to automated assessments and digital interviews. But recent studies claim that AI does more harm than good.
While AI screening tools were developed to save companies time and money, they’ve been criticized for placing women and people of color at a disadvantage. The problem is that many companies lack appreciable diversity in their data set, making it impossible for an algorithm to know how people from underrepresented groups have performed in the past. As a result, the algorithm will be biased toward the data available and compare future candidates to that archetype.
The City’s Automated Employment Decision Tools (AEDT) law is designed to offset the potential misuse of AI and protect job candidates against discrimination. It was enforced on July 5th, 2023 in New York City - with other cities and states expected to gradually follow suit. Employers must now inform applicants when and how they encounter AI. Furthermore, companies have to commission a third-party audit of the AI software used, and publish a summary of the results to prove that their systems aren’t racist or sexist. Job applicants are able to request information regarding what data is collected and analyzed by the AI. Violations of the law can result in fines of up to $1,500.
Replacing Human Hiring Decisions
However, should a job applicant want to opt-out of such impersonal judgement by a bot, the new law's scope is quite limited.
While the law specifies that instructions for requesting an alternative selection process must be included in the AI screening disclosure, companies aren't actually required to use other screening methods. Not to mention that the law only applies to AI in hiring and not any other employment decisions. It also wouldn't apply if the AI, for example, flags candidates with relevant experience, but a human then reviews all applications, making the ultimate hiring decision.
Some civil rights advocates and public interest groups argue that the law isn’t extensive enough and that it’s even unenforceable. On the other hand, businesses say that it’s impractical, costly, and burdensome, and that independent audits aren’t feasible.
Responsible use of AI in hiring
Although this law may be a good first attempt to assign more regulatory guardrails around AI, it remains to be seen if it ensures the responsible use of AI in hiring processes. At the end of the day, perhaps recruiting talent should remain a human-made decision.
The good news is that AI can help companies without harming potential job candidates in many ways – such as connecting new employees with internal organizational information and company benefits during onboarding. Or helping employees to do their jobs more effectively rather than replacing them.
There’s all this talk about solo travel. And for good reason — no wasting precious time waiting for others to get their act together, take the plans out of the group chat and actually buy the tickets. Going solo, you can be spontaneous. You can plan your trips according to your precise tastes. You can hop on any flight and fly awayyyyyy.
But what if each time you flew you’d get a free ticket? That’s what you get with the Southwest Companion Pass.
Award status, upgrades, lounge access — there are many perks in the frequent flier game. But one of the coveted holy grails is the Southwest Companion Pass.
What is the Southwest Companion Pass?
The Companion Pass is part of Southwest’s Rapid Rewards program. You get to choose one person to be your “companion,” and they fly with you for free (plus some taxes and fees) on every flight. That’s right. Two for the price of one. That’s half off each ticket if you split it! Whether you’re flying with a partner, family member, friend, or anyone else, they can tag along for free.
And it gets better: once you earn the pass, you can reap the rewards for that full calendar year … AND the next. That’s why people go mad trying to earn a companion pass during the early months of the year. The sooner you qualify, the longer you can use it.
There are also no blackout dates. There are no limits. And if you didn’t purchase the ticket (think: work travel, your companion, or a generous benefactor), there are no restrictions! As long as you’re the one on the plane, your companion can also … be on the plane.
You can also switch out your designated companion 3x a year. So, no need to stay in a relationship simply to get the most out of your companion pass! Ghost and fly away — with a whole new companion!
If this sounds too good to be true — it’s not. But there is one small catch. It’s kinda tough to earn this mega reward.
How to qualify for the Southwest Companion Pass?
You can qualify for the pass in one of two ways:
- Fly 100 qualifying one-way flights
- Earn 135,000 qualifying points in a calendar year.
Clearly, this is no small feat — especially if you’re trying to qualify ASAP.
So how do you actually earn the Southwest Companion Pass?
Don’t worry, there’s a path to earning this amazing reward without climbing on 100 flights or spending an exorbitant amount of money.
Earning 135K reward points may seem completely impossible, but it’s easier than it sounds. Simply sign up for a Southwest Credit Card and turn those spending habits into a rapid rewards account. Through the Rewards Priority Credit Card, earn points when using local transit and commuting, plus score major points and miles whenever you spend.
Stay with me here. This is not some scheme to get you into credit card debt. Many airline cards come with potential savings, giantic rewards, awarding you points, and cashback with every purchase you make that can be redeemed for travel. And often they can come with passive sign-up bonuses. If you spend a specific amount of money within a certain timeframe of opening the card, you can be in for a windfall of points.
Now that’s where the companion pass comes in:
- Southwest Rapid Rewards Premier
- Southwest Rapid Rewards Plus Credit Card
- Southwest Priority Credit Card
- Southwest Rapid Rewards Premier Business Credit Card
- Southwest Performance Business Credit Card
Southwest has three personal cards and a business card. Each of these cards offers rewards between 30K-80K points. In the past, people could open two cards and get a bonus that granted enough points to almost meet the minimum. However, with new restrictions on personal cards, you can only get one bonus every 24 months. Boo!
However, this doesn’t apply to business cards. If you’re eligible, have good credit, and not likely to spiral into insane credit card debt, you can open a business card and a personal card, and accrue 100K+ points. The Rapid Rewards Priority Credit Card will get you points after you spend money in no time.
Now to earn the rest of them.
The secret to gaining these credit card points is to plan your card sign-ups around big purchases. Just before a recent move, I opened a card . . . and the rewards came rolling in — a small balm to ease the pain of how exorbitant moving can be.
Put everyday spend — especially big purchases or bulk items — on your Southwest credit card and watch your award points quickly add up. Typically, you earn 1 point per $1 spent on your Southwest card and 2 points per $1 on actual Southwest purchases.
But there are other ways to earn points, including:
- Flying Southwest: Booking travel on Southwest earns more points. The cost of this travel will be worth it with your companion pass
- Shopping from Rapid Rewards Partners: Purchases with Southwest’s “Home & Lifestyle” and “Shop and Dine” Partners also earn Companion Pass qualifying points. While you shouldn’t make gratuitous purchases, browse Southwest’s partners to see if you could earn extra points for items you'd be purchasing anyway. All this, simply from enrolling in their Dining Program and shopping with their partners.
So there you have it! And since it’s almost Spring, get to earning and soon you’ll be flying two for the price of one!