| If you desperately want to eliminate having to | | | | with a lot of reasons to consider you for a |
| undergo an annual performance review, then there is | | | | promotion or for a raise. You will also be able to |
| no reason that you can. A periodic evaluation of your | | | | reach a good conclusion on how to be more efficient |
| career accomplishments is just a part of the | | | | in handling your tasks by creating a detailed course of |
| company processes that will determine whether you | | | | action on skill development. |
| should be kept or you should be kicked out (in some | | | | Do not look at the annual performance appraisal as a |
| cases). Going through the assessment may not be | | | | necessary evil that you have to deal with in your |
| that comfortable for you but as a necessary task | | | | career. Manage it positively by motivating yourself |
| that has to be finished, you have to go through it no | | | | more and doing more for the company. Utilize it to |
| matter what. | | | | improve your capabilities and be more qualified for |
| You should not dread the idea of an annual | | | | recognition. |
| performance review. While it can be a waste of | | | | An annual performance review is just a company |
| valuable effort, time, and resources for a company, it | | | | process that has to be done with. It is accomplished |
| is intended to provide you with a means to | | | | once in a year so there really should be no fuss |
| communicate with your superiors. By allowing yourself | | | | about it. Rather than view it as the evil that it is, use |
| to justify your achievements to the topmost level of | | | | it to do you good in moving forward to a better |
| the management, you will be able to provide them | | | | place in the organizational setup. |