Achieve Mindset
You are achieving every day!
Throughout life, you will always be setting personal or professional goals you want to achieve, such as learning a new skill, landing that desired job, or becoming certified in your area of specialty. When we set a goal, striving to be the best is natural.
In a work environment, we aim to complete the performance objectives and strive for excellence in performance evaluations. However, to achieve your best performance evaluations, there must be a two-way conversation in which your supervisor points out your accomplishments and you fill in the gaps.
When you implement the Achieve Mindset from the Mérito Mindset Framework, you’re implementing a mindset of managing your performance so that you can be recognized and acknowledged for your accomplishments.
But first, let’s understand how performance management works.
What is Performance Management?
In short, performance management involves an organization developing a strategic plan with goals and objectives to be achieved within a specific time frame. These organizational goals and objectives are then communicated to supervisors and subsequently to each individual's roles and responsibilities, and they are evaluated through annual performance cycles.
A performance cycle is an annual evaluation of each individual's performance to assess their quality in meeting the organization's goals and objectives. Many organizations have different levels for rating performance; the most common are:
Unsatisfactory
Needing Improvement
Meeting Expectations
Exceeding Expectations
Achieving Excellence
Your performance quality will influence the performance ratings and affect your compensation, such as bonus payments, pay raises, and promotions.
Applying the Achieve Mindset.
The Achieve Mindset is a holistic approach to achieving excellence in your performance evaluation.
Understanding your roles and responsibilities.
After applying, interviewing, and onboarding for a new job or position, ask for the full job description and performance evaluation standards. Job postings and interviews only summarize your role and responsibilities.
A full job description will outline your role and responsibilities, knowledge, skills, and abilities (also known as behavioral competencies). Your supervisor will then outline the goals and objectives for your role that are tied to the organizational strategic plan of goals and objectives, which are then evaluated in your annual performance cycle.
The position description will outline the percentage weight of each role and responsibility. It will also include the organization’s core behavioral competencies, such as communication, teamwork, interpersonal skills, and attention to detail. Some organizations may have more.
This doesn’t only apply to new employees; you can ask for a position description and performance evaluation standards at any point in your career. If you have filed away your position description, then it’s time to take it out and conduct a close review of your roles and responsibilities.
Understanding your roles and responsibilities is the foundation for reaching peak performance. It gives you a firm understanding of what is expected.
Focus on your performance objectives.
Now that you have the job description and performance evaluation, it is time to manage your performance.
Your annual performance cycle will outline your performance goals and objectives for the year. This is vital because you will be rated on the quality of your work after achieving those objectives. For example, did you meet those goals and objectives earlier than anticipated, and to what degree does the quality of your work meet expectations?
Your performance objective is your reference for prioritizing your assignments. Once you have become engaged in the day-to-day activities of your role and responsibilities, it is easy to lose sight and veer off track of performance objectives.
Keep a summary of your performance objectives with you so that you can prioritize your work and pinpoint any projects that fall outside of your roles and responsibilities.
Track your accomplishments.
Some people find it challenging to define an accomplishment because their day-to-day work becomes second nature.
Some have said:
“I just do my work.”
“My accomplishments are not significant.”
“My objective was not defined as a S.M.A.R.T (specific, measurable, attainable, relevant, and time-bound) goal. So I’m not sure if I have any accomplishments.”
You contribute daily to the organization’s goals and objectives and should receive recognition for your efforts. After each task or at the end of the day, give yourself a moment to reflect on what you accomplished and what that means to you and the organization.
If you find it challenging to outline your accomplishments, start with the statement ”I did [X] which resulted in [Y]” and fill in [X] and [Y] with the action and the result. After a few weeks or months, you will find it easier to articulate your accomplishments.
For example:
I balanced the journal entries within 3 days, resulting in a timely closeout so the organization could prepare its quarterly statement on time.
I identified ten incorrect billing statements, which reduced the number of denied claims and allowed for the timely receipt of payments.
I coordinated onboarding equipment in advance, which resulted in a smooth onboarding process.
Remember, small wins will result in significant wins. Describe your accomplishments in one to two sentences weekly and then consolidate them into a monthly self-review.
Aim to be the best in your performance evaluations.
Remember to meet with your supervisor monthly or quarterly. While this is easier said than done, the goal is to have targeted check-in meetings to ensure your accomplishments align with your performance objectives. Don’t let these discussions intimidate you; they are an opportunity to assess your performance and share ideas on improving or streamlining a process, ultimately revealing your untapped potential. This will also help you prepare for your mid-year review and year-end performance appraisal.
Don’t just ask your supervisor; speak with a co-worker for feedback on your performance. Sometimes, the best advice can come from your closest confidant.
Ultimately, your goal is to aim for the highest performance rating, and the most effective way to do this is to manage your performance. Remember that your experience, skills, and accomplishments are yours, and you alone can ensure proper recognition for your efforts.
The holistic approach of understanding your role and responsibilities, staying focused on your performance objectives, and tracking your accomplishments allows you to articulate your performance and speak confidently during your performance evaluation.
Remember, the goal is to have a two-way conversation in which your supervisor points out your accomplishments and you fill in any gaps.
Recap
The Achieve Mindset is a holistic approach to achieving excellence in your performance evaluation.
Follow these four actions and put… “Professional growth in your hands!”
Understand your roles and responsibilities by obtaining a copy of your position description.
Focus on your performance objectives by always keeping a summary on hand.
Track your accomplishments daily or even weekly.
Meet with your supervisor monthly or quarterly to discuss your performance so that you can prepare for your performance evaluation discussion.
