Be Responsible for Your Performance - Introvert Whisperer

Introvert Whisperer / Be Responsible for Your Performance - Introvert Whisperer Be Responsible for Your Performance Performance management is a nerve-racking thing for both manager and employee.   It’s right up there is a trip to the dentist.   Its not a highlight to your day and depending on the situation, can be painful. Since most of us are employees, even if we’re managers, I’d like to outline a few things for you around your performance. It’s YOUR performance so it’s your responsibility. Yes, performance management should be something that all managers do early and often but unfortunately they don’t always.   No matter what type of manager you have, you have to take responsibility for knowing what the performance expectations of you are and how you are doing to those expectations.   I’m shocked at how often I speak to people who don’t know the answer to either of these questions. If you don’t know â€" ask! Which is worse: 1- finding out you’re missing expectations but have the time to turn it around? Or 2- getting fired because you failed to perform and the whole thing is a big surprise?   You have to ask on an ongoing basis like every couple of months.   Going an entire year is too long and could set you up to drive over the cliff. If they “haven’t thought about it”, then you should. One reason why some managers don’t establish expectations is that they haven’t thought about it.   Even so, that doesn’t mean that they don’t have them.   If your manager would prefer to continue to be blissfully mindless and brushes it aside as “you’re doing fine”, don’t let that be where the conversation ends.   You’ve done the job so write down what you think you should be held accountable for.   I know you may think this is doing their job, and it really kind of is, but you do yourself no favor by getting on your high horse on this.   Write your thoughts down and review with the boss. Don’t ignore the inputs. If your boss has indicated you need improvement, you need to take the input seriously.   It takes a lot energy and effort to give feedback.   No one is picking on you so don’t try to rationalize why the performance feedback should be discredited.   You may not agree with it and you may not think its fair but this is how your boss sees you and you have to take it seriously.   Also, don’t panic or over-correct.   Both reactions won’t help you. There you go.   I know its not the most comfortable subject in the world but I want you to succeed and doing these steps will help you tremendously. Go to top Let me emphasize that Self-Promotion doesn’t have to be obnoxious to be effective.  But, if you don’t Self-Promote you, who will? If you ever want to get ahead, you have to learn how to Self-Promote. I want to help you accelerate your career by connecting you with your Free Instant Access to my video that shows you simple, yet effective ways to Self-Promote. Start watching now by clicking here! Brought to you by Dorothy Tannahill-Moran â€" dedicated to unleashing your professional potential. Introvert Whisperer