Annual EvaluationFollow

Nobody type. If you don't type he can't see anything you.

Edited, Nov 14th 2013 4:19pm by Shaowstrike

Was "Gourdraiden" really one of his iterations, or was that a joke, or was it a misspelling?

Because that was funny.

That's awesome.

Depends who you ask.

I've never even heard that name before.

A history of crazy: the story of Allakhazam.

Despite having posted in the thread during its necro...

We need to invent some kind of pill to help with the remembering.

To the original question, at the beginning of the year we set up goals with our managers, we have a mid-year review, and an end of year review. The result effects your raise as well as how much of a bonus you get, assuming the company met or mostly met it's goals for the year and funds the bonus.

It can be helpful if done correctly, it's one of those things where you kind of get what you put into it. If your manager isn't a big proponent of it, then you're mostly wasting your time. I've seen people in my company where the manager didn't even bother working with the person to set up goals, skipped the mid-year, and basically gave lip service to the end of year. Unfortunately it can have a negative impact on the employee and cause problems when it comes to either promoting, or trying to get rid of someone.

Personally I've had pretty good experiences with it. Not to say it isn't sometimes hard, I have a difficult time rating myself and examining my performance without being overly critical. Most of the time I end up rating myself lower than my manager does. However having honest feedback from a good manager can be productive and also motivating.

We have to do self~evals, then our dept leader does an eval, and then our HR ***** does an eval.

I personally hate doing my self evaluation. I am so great at everything I do I find it hard to be critical of myself. When your **** smells like roses everyday you can't really lie and say for a couple weeks they smelled like lilacs, on the other hand you can't say your **** is always roses because despite how perfect I am, no one is actually perfect all the time right. Wrong. I am always perfect. I am always right. I get excellents on all my personal reports, except for modesty I cite it as my fault. I find it hard to be modest when I have to fix other peoples **** ups all the time.

Realistically speaking....I think self evals are useless. I have never been one to really toot my own horn (in seriousness) nor be to hard on myself over errors ive made. **** happens good and bad...Ijust write on mine Satisfactory, I showed up to work did my job and that feels good. I actually got in **** last spring because I didn't "finish" my personal report, I just told the guy I was to busy not giving a **** to get to it. Our HR Dept uses them as "motivators" which I guess helps some people....Ive never been one to jot down goals or what not. Take it as it comes...im only think about work when I am at work...if you want me to think about work when im not at work...you better start paying me more money.

All social interactions can be seen as a test of your ability to both spin and tolerate *********

Pretty gloomy worldview though, wouldn't recommend it.

If you inaccurately assess ******** concentrations, your social interactions are gonna really suck.