5 TOP INTERPERSONAL SKILLS FOR PERFORMANCE REVIEWS

To review our performance at work or in some action that we have been asked to do requires a lot of sincerity to us first and self-knowledge. Sometimes we may get nervous when it comes that time of the year to do it.

In this article, we will discuss the 5 TOP INTERPERSONAL SKILLS FOR PERFORMANCE REVIEWS.

  • Honesty
  • Self-knowledge
  • Ask, and it’s given (feedback)
  • Give Specific Examples
  • Creativity and critical vision

What is a Work Performance Review?

A performance review is a detailed analysis of how we are accomplishing our work responsibilities and mission-alignment, and by that, we refer to goals, actions, engagements, overall behavior, and cooperation with the team.

The professional assessment aims to know our potential, have a plan for the future, know where we want to go, and know what characteristics might be useful to achieve this goal and which we need to develop.

Types of Performance Reviews

TYPES OF PERFORMANCE REVIEWDESCRIPTION
AUTO-FEEDBACK/ SELF-EVALUATIONWe speak about ourselves, taking in positives and negatives strengths. 
EVALUATION BY THE HIERCHAL SUPERIOROur boss evaluates commitment, team spirit, technical knowledge, honesty, etc.
CUSTOMER SATISFACTION SURVEYIt is done both objectively and subjectively, seeking to identify some points such as initial approach, the seller’s attention, technical knowledge of the attendant, etc.
EVALUATION IN 360 DEGREESThis is a complete evaluation, in which the collaborator is analyzed from different points of view, including his own, the auto feedback.
SPECIAL PROGRAMSOur software’s made to identify the predominant behavioral profile. With this, it is possible even to relocate the employee in the work team, if necessary, to present a better performance.

5 TOP INTERPERSONAL SKILLS FOR PERFORMANCE REVIEWS

Honesty

The first step is honesty, and we need to know who we are and where we are going to find out if really where our interpersonal skills are. When we understand what we don’t, we focus on the right direction.

Honesty is a very noble and sensitive individual characteristic; noble because it requires us to have the courage to silence the justifications we have for every attitude we give and listen to reason, logic.

Often, we can be rude or insolent to the people around us and not become aware that later, when someone tries to draw attention, we reflect, and we are reluctant to be sensitive.

We can practice honesty through actions like:

  • When someone draws attention to an attitude that remains his and is conscious accepted;
  • To accept does not mean to conform or like to be so;
  • Imagine giving advice to a good friend, being empathetic with yourself;
  • Translate your feelings into a piece of paper or audio, and it’ll help you be more specific.

Self-knowledge

When we know who we are, what triggers our anger and stress, we learn to control how we react without discharging unnecessary feelings into other people. 

In the performance review, it becomes crucial to know our personality because we are promoted to a job that we must know how to resolve conflicts; however, when we have one, we run away or ignore it.

When we know ourselves, we can positively identify which attitudes and information trigger feelings that will turn into negative attitudes if we do not have emotional intelligence.

To know ourselves better, I invite you to join me and reflect on the following questions:

  • What makes me truly happy?
  • What do I have best? 
  • What do I have to offer people around me and the world?
  • Which kind of people usually interest me? What about subjects?
  • What are my main weaknesses, the ones we already recognize and admit in public?
  • What’s the worst thing about me that I don’t tell anyone? What can I take from it?
  • Who or what annoys me the most? Why?

Ask for Feedback

INTERPERSONAL SKILLS FOR PERFORMANCE REVIEWS

Often our body speaks, and we don’t even notice that observant people may see a feature in us that if we were to react, we would say it’s the opposite or slightly above the proportion of it.

However, to know from the other person’s perspective, we need to ask to know if our desire and to improve every day that passes, we should not fear the feedback.

The key to a fair performance assessment is the quality of the feedback. You need to have a clear, empathetic, and open-minded approach to suggestions. Good dialogue is essential for feedback, in which the manager will expose all the characteristics of the professional – positive and negative – and guide on how to improve their performance.

We can ask for some feedback by:

  • Hanging out more and more with professional and sincere people, because they will tell us without fear skills that we can improve and how;
  • Not judging and listening attentively whenever someone shares with us a history of personal life or professional experience;

Recommended Article:

20 Tips on Giving and Receiving FEEDBACK

Give Specific Examples

When going through a performance review with one of your team members, always share key examples for any compliment or criticism that you will give them, and share how that translated into higher trust or concern in terms of the person’s productivity.

  • Pre-Write all the examples that you remember before the session
  • Be kind, but upfront with shortcomings or amazing feats
  • Ask them if they recognize or remember the instances mentioned

Giving these examples allows the person to really understand where they may be lacking or failing, and then easily follow up on what and how they need to improve. The same can be said about the good stuff, the person will know what they’ve been doing really well all along.

Recommended Article:

8 Effective Ways to Give Constructive Feedback at Work

Creativity & Critical vision

Just as few people know how to criticize respectfully, few people like to hear criticism. Often, it may be that they ask us about the individual and group performance and, for fear of not knowing how to speak, end up harming him and our image.

So when we have to criticize someone:

  • We should start by bringing up first the best quality of it;
  • After that, we can indicate the person’s limiting points in a firm but constructive way, always suggesting an attitude to take.

It is necessary creativity to criticize since it is not a judgment but a view on an attitude that can be improved, so we need to think about various ways to help that person.

Conclusion

A good evaluation is fundamental in professional development and strengthening the relationship between manager and team. The performance review is also an excellent opportunity to discuss performance and highlight the value we have added to the company throughout the year. 

Reference and Further Reading

Performance Review. What is a Performance Review. Bamboo.

HEATHFIELD, Susan. 10 Key Tips for Effective Employee Performance Reviews. BalanceCarees.

Emidio Amadebai

An avid seeker of knowledge, and passionate about sharing the lessons he picks up in life. Emidio is passionate about public speaking, teaching, and helping others develop critical soft skills, such as communication, leadership, and other interpersonal skills which are in high demand in today's rapidly evolving market.

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