This cast concludes our conversation on the Midyear Goals Review.

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This cast recommends reviewing our annual performance goals at midyear.

We've said many times that good management is boring, repetitive, unsexy, unpretty. Most of all, good management is NOT dramatic. Drama is for the movies, and they don't make movies about management, right?

Careers are different, though, right? What we all remember about our careers ARE the dramatic moments. The big promotions, the great new job offers, maybe even coming in at the last minute.

NO. Good career management is ALSO boring, repetitive, unsexy, and unpretty. The fact that we remember the drama is just proof that our memories are emotionally anchored. All those dramatic moments are just like Slam Dunk meeting successes. How do Slam Dunks happen? Long before, during the Pre-Wire.

And here's another of those preparatory steps that make for undramatic – and successful – careers: reviewing our annual goals midyear and making the necessary adjustments. It's SO simple, and takes but a few minutes.

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Last week we covered the first part of our conversation on conducting performance evaluations in a matrix environment ... this week we conclude the conversation.

As always, if you're a new listener to Manager Tools, joining the conversation mid-way is probably not the best way to take advantage of these podcasts. You may just want to go back and listen to last week's podcast first.

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Whether you like Matrix Organizations or not (we don't), the fact is, many of us manage within one. If you've done it for a while, you've probably adopted the Matrix Review Cynicism syndrome. What's that, you say? Well, if you've ever thought about asking for performance review input from someone else, and then said, "NAAH - they'll just blow me off," then you've adopted it.

The fact is, in far too many places, even IF your company requires the dotted line manager to add input, either no input is forthcoming, or what you get is not very helpful.

Many firms do annual reviews all at the same time, and usually that means at the end of the calendar year. So, for many managers at this time of year, you're faced with having to do a review on someone whom you really haven't spent sufficient time with.

What do you do when you have to review someone whom you haven't supervised for more than perhaps a few months? Obviously, we encourage you to go to our previous casts on reviews, which are some of the most popular on Manager Tools. They do a great job of laying out in excruciating detail exactly how to do a review for anyone.

Today we cover the 2nd part of our series on Preparing For Your Review. After you've listened to the podcast, I think you'll agree that if you follow this simple process you will be in a position to not only get the best possible review possible this year, you will also have all the information you need to improve your performance (and your next review!) over the coming year.

We spent a lot of time at the end of last year talking about how to write someone else's review.

What should you do to prepare for your own?

Think of it this way. Suppose you had three folks working for you, and one of the three spent a couple of hours over the previous months preparing for their time with you. They had reviewed the entire year, prepared better information for you for their review, and had taken their time writing their self-evaluation, including specific data to support their points.

Today, we conclude our conversation on Delivering the Review. As a brief review, here's are the items we've covered over this show and last:

• The Pre-Meeting E-Mail - You'll send this about a week in advance of the delivery meeting. In this mail, you begin to set the groundwork for the meeting by telling them what's going to happen and why.
• In addition, in part 2 we provide a Sample Self-Appraisal Email - Text for an email you can send to all of your ratees to ask for their input SEVERAL weeks in advance of the review.
  

Happy New Year! Please accept our thanks for helping make 2005 a great year for us. We had a wonderful year and a lot of it is a direct result of meeting a number of great folks through Manager Tools.

This week, we continue with our discussion on effective performance reviews. Last week, we discussed collecting data; today we discuss evaluating the data and writing the review. In the weeks following, we'll continue with a discussion on actually DELIVERING the review.

Also, thanks to Kevin Williams at the Middle Management Lobotomy Podcast for his kind remarks about Manager Tools on his show. Another management podcast we listen to regularly that's worth checking out!

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