Performance Review人事評価

Hey, Nina! I saved us a table by the window. It's quieter here.

Perfect, thanks! I really needed a break today. My morning has been incredibly hectic.

Same here. I've been staring at my self-evaluation form for two hours straight.

Oh right, performance review season. Have you finished writing your goals for next quarter yet?

Not yet. I find it hard to evaluate my own achievements without sounding too modest or arrogant.

I completely understand that struggle. The trick is to use specific data to support your claims.

That's a good point. I suppose I could mention the campaign that increased our engagement by thirty percent.

Absolutely! That campaign was outstanding, and it clearly demonstrated your strategic thinking skills.

Thanks, that means a lot coming from you. What about the feedback part? That always makes me nervous.

Well, from an HR perspective, I'd say constructive feedback is meant to help, not criticize.

I know that logically, but last year my manager suggested I needed improvement in delegation skills.

And how did you respond to that feedback? Did you take any concrete steps afterward?

Actually, I did. I started assigning more responsibilities to my junior team members this year.

That's excellent progress! Make sure you highlight that improvement in your self-evaluation document.

Good idea. I also want to set a goal around pursuing a promotion to senior director.

That sounds like a realistic goal. By this time next year, you will have led three major campaigns.

One more piece of advice. When you discuss goals with your manager, frame them as mutually beneficial.

You mean I should explain how my promotion would also benefit the department as a whole?

Exactly. Managers appreciate employees who think beyond their own individual career growth.

Nina, you always give the best advice. I feel much more confident about my review now. Thanks!

Anytime! Let me know how it goes. I'm sure you'll do brilliantly.