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Deja Vu Performance Review Research Summary
Deja Vu Performance Review Research Summary
Deja Vu Performance Review Research Summary
two out of
the ability to put their performance
viewed as a top performer through training,
feedback in action. In fact, 87 percent Nearly
workshops or books—but make sure this is
three
of respondents say they left their
only one part of a bigger change strategy.
review without a plan for how to better employees say they’ve
• Find a mentor. Changing habits requires meet their managers’ expectations. received negative feedback
help. Find a trusted mentor to encourage However, with the right set of skills,
your progression and help you navigate new
career development opportunities.
employees can make the most of their
one out of
Only
three
performance feedback to avoid déjà
• Put skin in the game. Tie your performance vu performance reviews. has ever made a dramatic
to your compensation. Make your bonus change based on this feedback
Learn new skills. To learnhow
dependant on your ability to hit your
improvement goals. Or, set aside a portion of
each paycheck. If you hit your goals, reward
*OGMVFODFS5SBJOJOH¥ can help you
avoid a déjà vu performance review,
visit www.vitalsmarts.com or call
87% leave their review without
a plan for how to better meet their managers’
yourself. If you fall short, donate to a political
1.800.449.5989. expectations
party you oppose.
• Control your workspace. Make your new
habits easier by enlisting the power of your /BNFEB5PQ-FBEFSTIJQ5SBJOJOH$PNQBOZ
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surroundings. If you’d benefit from close $POWFSTBUJPOT¥
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association with another team, ask to move CBTFEPOUIF/FX:PSL5JNFTCFTUTFMMJOHCPPLTPGUIFTBNFUJUMFT8IFOVTFEJODPNCJOBUJPO
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offices. When possible, turn off electronic
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interruptions. XPSMEXJEF www.vitalsmarts.com
• Let your manager see your advances.
Eagerly continue on the path to high
performance. Nothing heals the wounds of
disappointment like surprising and delighting
your manager in the future.