My history with appraisals
When I started my career, performance appraisals weren’t a thing for me. For many years, I worked without structured feedback—just doing my job and assuming that if no one complained, I must be doing well.
My first real structured job was at a startup where the CEO had a “let’s discuss as we go” approach. At the time, I disliked it. I wanted clear feedback, milestones, and formal recognition. But as I’ve grown in my career, I’ve come to appreciate continuous feedback over rigid, once-a-year evaluations. It allows for real-time growth instead of waiting for a formal meeting to make improvements.
Later, I worked on contracts where renewals often came with updated job descriptions. If my contract was renewed, I took that as a sign that I was performing well. But looking back, I now realize that while renewals were an indication of trust, they didn’t provide the detailed insights I needed for real professional growth.
My First Appraisal – A Reality Check
The first time I had a 360-degree review, I was both excited and nervous. If you’re unfamiliar, a 360 review gathers feedback not just from your manager but also from colleagues, peers, and sometimes even clients. Not all organizations use this method, but for those that do, it often leads to more holistic growth opportunities.
At the time, I was confident. I knew I did my job well, met deadlines, and had no complaints—so I expected glowing reviews. I was in for a shock.
While most of the feedback was positive, there were also criticisms—and I wasn’t prepared for them. I had never been taught how to handle constructive criticism, so I initially took it personally. But with time, I realized that appraisals aren’t just about praise; they’re about growth.
Understanding the True Purpose of Appraisals
My next appraisal followed a structured objective-setting exercise (which I’ll cover in the next blog). By then, I had embraced the process and understood that appraisals are not just a test of how well we perform—they are a tool for personal and professional development.
If I had been introduced to structured feedback earlier in my career, I might have grown faster and navigated challenges more efficiently. It made me wonder—shouldn’t effective appraisals be a core part of onboarding? Too often, people spend years in jobs without clear feedback, only to receive a performance review that catches them off guard.
Key Takeaways for Women in Our Network
- Appraisals are about growth, not just praise – Constructive feedback helps you refine your skills and advance in your career.
- Continuous feedback is more effective than yearly reviews – If your organization doesn’t provide it, seek informal check-ins with mentors or colleagues.
- Learn to handle criticism constructively – It’s not personal; it’s an opportunity to improve.
- If your workplace doesn’t provide appraisals, request feedback anyway – Sometimes, a simple “What can I do better?” can spark valuable conversations.
How do you feel about appraisals? Have they helped or surprised you? Share your thoughts in the comments or at our next Networking in Heels Geneva event. Let’s keep the conversation going!