If your work speaks for itself, there is no need to please anyone or work overtime to show that you work hard. It’s time for you to get due credit for all the hard work you’ve put in for your company. However, if you’re playing the appraisal game like what’s mentioned in the following points, you’re doing it wrong. So stop before it’s too late.

  • Treating it as competition

Many organisations treat appraisals as some kind of competition. This creates an unhealthy sort of rivalry between colleagues who compete against each other to get better appraisals. It’s NOT some school competition – it’s just a process to value the effort you put in for the betterment of the company.

  • Discussing it 24×7 and getting paranoid about it

‘Do you think we’ll get above 15% this time?’ ‘How many points did you give yourself in the appraisal form?’ ‘This time it’s not going to be great.’ You will hear such conversations at the water cooler all the time. However, while they’re not particularly harmful, they aren’t productive either. Nobody knows what the stats of the management could be like this time around. So discussing it and getting worried about it is pointless.

  • Expecting too much or too little

Sometimes we expect a lot from our organisation, and end up utterly disappointed if we don’t receive what we expected. Also, at times we are too cynical to expect good from the company. Avoid being so extreme. That’s actually life advice.

  • Taking credit when it is not yours

In order to look ‘responsible and hardworking’, we try to take credit which is not ours. You can’t do this because of a) your manager knows who worked on what b) it will make you look like a really horrible person. So stop.www.iibmindia.in

  • Bring examples and information
    Bring along your own notes and documentation of successful projects, accomplishments and achievements so you can identify and review them with your supervisor, “You should, ideally, have an ongoing achievements list you can look over so you can help steer the conversation. Have statistics and hard numbers to define your value, and bring examples of both hard skills and responsibilities as well as soft skills,” she says.www.iibmindia.in