All anxiety comes from imagining fear, and the same is true in the workplace. In the workplace, the most likely cause of anxiety among migrant workers is the variety of performance appraisals.
There is a hot post on Zhihu that broke the news that the former employees of the goose factory were given 2 stars in the performance appraisal at the end of last year, resulting in "insomnia, anxiety, physical and psychological collapse", which made many people in the workplace feel the same.
No matter how big or small, the performance appraisal is all about the wages, bonuses and promotions of the workers, as well as the housing loan, children's tuition, and various consumption plans of a person or a family in the coming year. Isn't that the case for everyone?
From this perspective, it is not difficult to understand the fear and anxiety of migrant workers about various performance appraisals. But there is something more disturbing than this anxiety, that many workplace people are full of powerlessness about how to improve their performance.
Years of workplace experience have taught me that there are some principled ways to deal with performance appraisals, which can give you the greatest possible advantage in this workplace game.
Share a few with you, just for reference:
First, understand the assessment mechanism of your platform, understand the rules, and set goals
Whether it is to a new company or an old platform to launch a new mechanism, smart workers should first understand the basic rules of performance appraisal, appraisal focus, process and key nodes and other core content.
And you must study thoroughly in person, don't hear hearsay, if there is something you are not sure about, it is best to directly ask HR for verification. After understanding the rules clearly and making sure that they will not deviate, break down the specific indicators during the assessment period and formulate corresponding implementation goals.
Anything that concerns your future and money, take a little time to think about it, and don't overdo it.
Second, organize and record your achievements at work and keep relevant evidence
The results you have achieved in the workplace are the hardest "dry goods" you face in any assessment, and are more convincing than other rhetoric. So be sure to record it carefully. If you have made great contributions and achievements, it goes without saying that you will automatically enjoy the benefits of "halo error" with a high probability.
If you don't have big contributions, you have to remember the small achievements, or you will forget them after a long time. For example, what important processes have you improved and optimized, what valuable breakthroughs have you achieved, what outstanding team members have you brought out, what important events have you prepared, etc.
There are also tricks to record this information. For example, if you are the main character, you can write "Lead the team to complete..."; if you are only a supporting role, write "Assist xx to complete..."; If you are not even a supporting role, just the inside Passerby A, record it as "Participate in completion...".
Usually record these, and review them when the assessment is approaching, that is, you have clear, solid and credible words. At this time, it will be more convincing if you add all kinds of physical evidence you have preserved. Even if the leader wants you to come out and lead low performance, you have to think about it.
Third, exercise good communication skills, deal with colleagues well, and learn to communicate upward
Remember, don't be an invisible man in a corner in the workplace (except for the great god). People who cannot have strong connections with the surrounding environment and people are often dangerous in the workplace. Good things will not think of you. When someone needs to take the blame and lead low performance, you will be pushed out and everyone will not feel any guilt. Is there anything more tragic than this?
If you already have basic communication skills, then Brother K recommends that you experience the high rank and try to communicate upwards. Even if you can't be like a veteran with high emotional intelligence, you can always appear in the leadership at the right time and in the right way. In sight, but at least let him keep abreast of your work dynamics, which is the bottom line.
Fourth, have the ability to increase self-value and self-growth, and be able to objectively analyze one's own role and value
In my opinion, entering the workplace is like having a one-way ticket. Migrant workers move forward on their own track and can hardly retreat. Once they stop, they will most likely fall off a cliff. The performance appraisal at each stage is like rechecking the ticket again and again to see if you still have the ability and qualifications to continue on the current track. This requires that migrant workers must make continuous progress and constantly realize self-improvement in order to meet the assessment requirements of continuous iterative updates.
But everything has a limit, as inevitable as metabolism. This requires people in the workplace to be able to dynamically and objectively analyze their current value, can they improve? Referring to these standards, making the most suitable efforts or plans is a compulsory course for migrant workers to do sooner or later, and sooner rather than later.
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