So, I Scored Low on What Exactly?
Let’s be honest – most of us don’t think much about skill development until the awkward annual feedback one-on-one where your manager says something like: ‘Well, you were rated low on “Engagement”– Let’s make that your goal for next year’. Thanks. Should I drink more coffee while at the office? What is ‘engagement’ exactly and how do you go about working on it? The same questions can be asked about other common performance review categories – leadership, fit, autonomy – in HR communications and feedback sessions. But not to worry – below is your cheat sheet to common performance category lingo defined:
ENGAGEMENT = Your ability to stay positive, proactive, and motivated, even in times of heavy workloads or high stress situations. If you are a manager, this can also mean your ability to maintain high motivation levels of your direct reports. If you scored low here, work to project a more positive self-image by volunteering ideas without being asked and openly demonstrating enthusiasm for projects in front of your team.
LEADERSHIP = For non-managers, this hits on your ability to emerge as a natural leader in team projects and discussions. For managers, this is the assessment of you management skills - The big three being: your ability to communicate clearly and provide structure, your ability to provide support to your employees, and your ability to inspire your staff to high levels of achievement or innovation.
TEAMWORK = Or collaboration. How well you work together and coordinate efforts with others. Scoring low here means you either need to do some work on your interpersonal skills or you need to let up some control for others to step in.
FEEDBACK = Your ability to provide feedback, updates, and other information up and down the organizational hierarchy. Low scores here are an easy fix – send out more frequent email communication to your stakeholders – especially when you and your team hit big milestones. For downward communication, more frequent check-ins with your team, ask questions to gauge their understanding, and clearly explain and structure all assignments.
AUTONOMY = How well you work alone or with little direction from others. Additionally, this captures your likelihood seek out and do activities that you have not been asked specifically to do.
BALANCE = How well you balance multiple demands or responsibilities, the most common being work-life balance.
DRIVE FOR RESULTS = Or, ‘results orientated’, this hits your ability to achieve desired results on (or under) time and budget, with a high level of quality. For managers, your score generally reflects your ability to drive results from your staff.
COMMUNICATION = Written (technical to daily emails) and verbal (presentations to casual discussions), communication is a broad category. If you score poorly here, you should follow-up with you manager, peers, and staff to determine which area within communication you should work on.
