[gentleteblor]

I've been on both ends of the performance appraisal spectrum; from ultra formal annual appraisals to nada.

Each and every time, the biggest predictor of a successful outcome was how well I was prepared. If i could articulate in a concrete, detailed way how much value I'd added.

It's not easy to do this. It takes time and effort to prepare. I used to search old emails, IMs, run user metrics, check old Microsoft Project charts, ask coworkers, reread all appraisals. [Shameless plug incoming] That's one of the reasons i built JobRudder [1] to help me keep track of all that stuff.

One other constant among the decades worth of performance appraisals. They're very messy. Feelings, first impressions, unconscious biases, stereotypes, cliques, politics etc etc etc. It's not particularly data driven or even objective. Be prepared.

[1] https://jobrudder.com

[mattm]

I started keeping a daily list of my accomplishments. I read about this technique somewhere. I haven't seen how it has worked out yet but I think it will help a lot with preparation.

Interesting site. I signed up and will give it a try. Very well done landing page.

[gentleteblor]

Thank you for giving JobRudder a try (and for the kind words).

I'm (obviously) a big believer in achievement/accomplishment tracking. I think it's the best thing anyone can do for their career, outside of the work itself (and doing good work is not enough these days).

I had a streak of bad performance appraisals/interviews going before I started tracking my achievements. It's made a world of difference.

Even if you end up not using JobRudder long term, I'm excited for you. I hope it's as helpful for you as it was for me and others.

PS. If there's anything I can do to make JobRudder work better for you. Please don't hesitate to reach out (email in profile).