HR practitioners must add value to the coy and have a positive contribution to the coy’s mission. What could I be doing to become better at my job?”. Opinions expressed by Forbes Contributors are their own. The higher I got in the corporate world, the more operatic the…, I was a Fortune 500 HR SVP for 10 million years, but I was an opera singer before I ever heard the term HR. Yes, it may have been unfair. I find these eight actions very important, though I have not really articulated them before but I have always practiced some of them. If you support internal clients, include their expectations as well. I was shocked when I was called into HR two weeks ago and told that I was being let go, not laid off but terminated. Are employers so cheap that they'd try to block an excellent long-term employee from receiving his rightful unemployment pay? Practical approach worth immediate implementation. Hope you are well and stay safe. Your point about not shouting about your own achievements is a good one. Getting hit with a bad performance review or a warning from HR catches many people off guard, but according to career experts, there are telltale signs that your job could be in trouble that most people ignore, whether they consciously choose to or not. Complacency about one’s performance review until review time is a killer…and shouldn’t be taken for granted throughout the year. All of her comments were also very complimentary, like "Samuel's contributions are always exceptional" and "Sam is a critical member of our team." Although most bosses wait until the end of the year to actually write or submit your review, they may be required to submit your performance rating and your merit raise recommendation well before then. Your assignment is to figure out what you want to do next -- what kinds of work speak to you and offer you better opportunities than you had in your last job to bring yourself to work and use your talents. I think it is incredibly sneaky and unprofessional for my ex-employer to tell me that I did something wrong to warrant getting fired, only a few weeks after my fifth outstanding performance review! You already know that you make a huge positive impact on the organizations you work for. I once had an employee say she was blindsided during a performance review, but she knew she was missing deadlines repeatedly, often, and for no good reason, and we had talked about it numerous times. If you cannot show the value of what you do then it does not make any difference how well you perform. Good performance wasn’t enough. Be honest with yourself — evaluate how well you are progressing against your objectives. In many cases, you’re ranked against your peers when your company calibrates what ratings to give. First of all, in many instances the performance reviews conducted are a joke — a ‘tick the box’ exercise. If one employer noticed your talent, Samuel, plenty of others will too. …Or if you’re a brand new HR leader, and you want to get off to a fast start and launch yourself successfully in your new role,then check out: THE NEW HR LEADER’S FIRST 100 DAYS: How To Start Strong, Hit The Ground Running & ACHIEVE SUCCESS FASTER As A New Human Resources Manager, Director and VP. You have five terrific performance reviews to prove it! CLICK HERE to share them or other thoughts on this article. However, I’m very impressed with these suggestions and I bet would apply some of the ideas in 2016. Also, contact your legal counsel or HR representative to ensure your case is supported, justified and sound. Hopefully, following these steps starting now can help you max out your performance rating when review time comes. You must use business lingo (as Alan mentions in his points) and not just a list of tasks. I have been through quite a roller coaster this year. HR Director Fired After “Good” Performance Review — And How To Keep This From Happening To You! Everything appears to be fine until all of a sudden, it isn’t. In rough times, HR priorities shift quickly. You want to avoid surprise hits and anticipate answers in advance if you need to explain your shortfalls. One of the reasons employees dislike performance reviews is because they often feel blind-sided by them. Where were the colleagues and other seniors who collectively supported and recognised the good work done by the departed colleague? I have learned my lesson well and wanted to add that Point #6 – the monthly “mini self appraisals” is the real take away for me. Great article Allan, thank you for the tips, quite insightful. 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