Home' Trinidad and Tobago Guardian : February 23rd 2016 Contents B20
Guardian www.guardian.co.tt Tuesday, February 23, 2016
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 professionals continue to
work with coaches to help them
improve their performance throughout
their careers, even when they are earn-
ing millions of dollars.
By focusing on improving your per-
formance, 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, pos-
sibly, in being promoted to a better
position -- important groundwork for
building a successful career.
Gathering Feedback to Build
You can make a meaningful differ-
ence in your career and your next per-
formance evaluation by gathering feed-
back throughout the year. Here are four
steps you take to gather feedback and
build your career:
1: Be Open to Criticism
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 reward
other employees with career-building
Always be open to feedback. Take it
seriously and work to develop your
skills based on the constructive criticism
that you receive.
2: Pay Attention Subtle Messages
Most people have difficulty giving
negative feedback, especially customers,
partners, 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 under-
stand, 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 con-
sumer 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
In a one-on-one setting, ask a trust-
ed, 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 grate-
ful 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
Set a plan to check-in with your
manager once every two months. Log
it on your calendar. It can be as simple
as ducking your head in your manager's
office, and asking if they have five min-
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 the department?"
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 responsibilities.
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 annu-
al employee performance evaluation
and salary reviews. A form of feedback
that can cause anxiety for both the
employees and managers. Others have
the idea, "It is what it is." That is true.
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
If you know there are areas in need
of improvement, commit to doing
things differently for the next annual
Gathering feedback throughout the
year not only leads to an excellent annu-
al evaluation, but, it can be a powerful
career-building exercise that can lead
to exciting new assignments and pro-
DUTIES & RESPONSIBILITIES
The successful applicant will be required to:
QUALIFICATIONS & EXPERIENCE
CLOSING DATE: 2016-03-04
Applications are invited for the position of
LABORATORY TECHNICIAN I (CONTRACT)
in the Laboratory Services Division in the Fibre Products Laboratory
Applications should be delivered to:
The Human Resource Development Officer
Trinidad and Tobago Bureau of Standards
1-2 Century Drive,
Trincity Industrial Estate,
Or emailed to: firstname.lastname@example.org
Please note that unsuitable applications will not be acknowledged.
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