Home' Trinidad and Tobago Guardian : November 25th 2014 Contents B25
Tuesday, November 25, 2014 www.guardian.co.tt Guardian
Receiving feedback about your work can be very
uncomfortable. Reality is that -- like everyone else -
- you are not perfect.
If you were perfect, you would have nothing more
to learn. Boring!
Professional athletes, singers, and many other pro-
fessionals continue to work with coaches to help them
improve their performance throughout their careers,
even when they are earning millions of dollars.
By focusing on improving your performance, and
demonstrating your interest in improving, you can
impress your manager and others you work with. As
you improve, you show your interest in doing a good
job and, possibly, in being promoted to a better position
-- important groundwork for building a successful
Gathering Feedback to Build Your Career
You can make a meaningful difference in your career
and your next performance evaluation by gathering
feedback throughout the year. Here are four steps you
take to gather feedback and build your career:
1: Be Open to Criticism and Advice
If a manager offers helpful advice and in return
they get a defensive or dismissive attitude, they will
likely deem you difficult and will be less likely to
proactively offer constructive advice for change. Instead,
you might be given work that is not as robust and
THE OCCUPATIONAL SAFETY AND HEALTH AUTHORITY AND AGENCY
INVITES SUITABLY QUALIFIED APPLICANTS FOR THE POSITION OF:
SECRETARY TO THE BOARD
This job requires the incumbent to ensure that the legal, statutory and other provisions gov-
erning or affecting the operations of the Authority and Agency are observed and to provide
secretarial support to the Authority and Committees of the Authority.
o A Bachelor of Law Degree (LLB) and a Legal Education Certificate (LEC).
o A minimum of five (5) years experience as a practicing Attorney in the jurisdiction of
Trinidad and Tobago in the areas of Advocacy, Contracts, Commercial Matters, Civil and
o A minimum of two (2) years experience in a Corporate Secretarial position or other
supervisory/management position in a legal environment.
o Additional training in occupational safety and health, economics, industrial relations,
employment law, policy development or management would be an asset.
o Any other relevant combination of qualifications and experience.
For details on these positions and other opportunities in the Public Sector, please visit the job-
seekers page on http://careers.ghrs.gov.tt.
Interested persons can register and apply online or application forms may be collected from
and submitted to:
You can apply online or submit your application at all ttconnect Service Centres: Arima, Bon
Accord, Chaguanas, Princes Town, St. James, Tunapuna.
Application forms must be fully completed. Resumes and CVs will not be accepted.
YOUR CHANCE TO
EARN EXTRA INCOME
reward other employees with career-building
Always be open to feedback. Take it seri-
ously and work to develop your skills based
on the constructive criticism that you
2: Pay Attention Subtle Messages
Most people have difficulty giving neg-
ative feedback, especially customers, part-
ners, or associates. They may feel that
because they are not your manager, it is not
their job to coach you. Instead, they may
tip toe around the subject.
For example, instead of saying a report
is too long and contains technical terms
that the reader will not understand, they
may say sheepishly, "Do you think we may
want to provide a shorter 3-page report?"
Or, in a meeting they may say, "I really
like Ace Company s new brochure. It was
very easy for the consumer to understand."
Pay attention to cues, and adopt best
practices in your work.
3: Ask for Feedback
Associates with whom you interact on a
daily basis surround you. These people know
you, and they know your work product.
In a one-on-one setting, ask a trusted,
respected associate if they would care to
share any feedback with you. Do not attempt
to defend yourself (Refer to 1, above).
It is alright to ask someone this once,
but if this becomes a monthly ritual, you
will come across as very needy.
Be genuine in your request and grateful
to your associate for his candor.
4: Talk with your Manager
Managers are busy people. They may
have the best intentions of meeting with
each team member once a month. However,
months go by and sometimes these meetings
never occur until the annual evaluation.
Set a plan to check-in with your manager
once every two months. Log it on your cal-
endar. It can be as simple as ducking your
head in your manager s office, and asking
if they have five minutes.
Say, "I just wanted to check in to see if
you have any feedback or advice for me. Is
there anything I can be doing differently,
or anything more I can do to be of help to
Your manager may not have the time to
get too deep, but this could be the opening
for another meeting in which you can build
a plan to take ownership of additional
Also, if something is wrong, it is best to
address it sooner rather than later, so you
can quickly get back on track.
Annual Performance Reviews
Another useful source of feedback can b
the annual employee performance review.
Many companies conduct annual employee
performance evaluation and salary reviews.
A form of feedback that can cause anxiety
for both the employees and managers. Oth-
ers have the idea, "It is what it is." That is
What you have done for the past 11.5
months has led to opinions that will soon
be documented in your annual review. Any
efforts you make in the week leading to
your review will likely make little difference
in the overall assessment.
If you know there are areas in need of
improvement, commit to doing things dif-
ferently for the next annual evaluation.
Gathering feedback throughout the year
not only leads to an excellent annual eval-
uation, but, it can be a powerful career-
building exercise that can lead to exciting
new assignments and promotions.
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