My manager has asked me to submit a write-up about the good I have done at work this year related to the business. He has asked me to outline all the initiatives I have taken for myself and for the organization. Does anyone have a format on how I should draft a letter to my manager regarding my initiatives and achievements? Help!! ASAP
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Dear friend,
List out your achievements in the last 3-4 years on the following counts:
a) Your performance
b) Innovative ideas
c) Voluntary contribution
d) Help in organizing some event, exhibition, etc.
Include the numbers in each point. If possible, include the numbers on what was increased or decreased. All the best!
Dinesh Divekar
From India, Bangalore
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8032List out your achievements in the last 3-4 years on the following counts:
a) Your performance
b) Innovative ideas
c) Voluntary contribution
d) Help in organizing some event, exhibition, etc.
Include the numbers in each point. If possible, include the numbers on what was increased or decreased. All the best!
Dinesh Divekar
From India, Bangalore
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Greetings,
An end-of-year review is the best way to bid adieu to a yearly cycle. In our own small ways, we have changed since last year. Let's take stock of our progress and note our current position.
Let's begin with what we started the year with. We all had direct goals to achieve and some aspirational ones.
The direct goals include the number of hours spent on achieving targets. Let's list the goals accomplished on a monthly or quarterly basis. While a performance scorecard is a reference point, it's time to look beyond these measures.
Quantifying your achievements would be an easy way to illustrate progress. For example, selling 30 products compared to 50 last year with a target of 60 this year demonstrates improvement year by year.
What about other achievements not listed in your goals but still significant? Regardless of size, please make a note of them. For instance, in operations, resolving bottlenecks to enhance the supply chain efficiency.
If you are a solution provider, how many times have you researched your clients' needs, uncovering unmentioned requirements? Additionally, how have you contributed to forecasting through research?
Detail the projects you've managed and how they contributed to your growth. Reflect on the initial assumptions versus the actual delivery process. Highlight the agility in your approach and summarize in bullet points. Consider how these experiences benefitted your organization.
Remember and describe any escalations you handled and how they were resolved. Highlight any innovative solutions discovered and preventive actions implemented to avoid future issues.
Acknowledge the mentors who guided you this year. How have you benefited from their teachings directly and indirectly in your work? Quantify your mentoring experiences. Outline an agreement with your mentee, detailing the functional outcomes of your mentorship. Reflect on how this mentoring network benefits the organization.
Lastly, address your mistakes openly. Reflect on how each error contributed to your growth and the steps taken to prevent them in the future. Express gratitude for the support received in rectifying these mistakes.
Let this review serve as an honest conversation with yourself about the value you bring to your workplace. Acknowledge the support received and its role in your development.
Lastly, express gratitude to all deserving individuals without any bias. If you feel grateful towards a colleague you may not particularly favor, acknowledge it sincerely.
Your review document holds more significance than mere Performance Appraisal feedback. It's a personal reflection on your work journey, regardless of any monetary rewards. Best wishes to you all!
From India, Mumbai
Acknowledge(0)Amend(0)
An end-of-year review is the best way to bid adieu to a yearly cycle. In our own small ways, we have changed since last year. Let's take stock of our progress and note our current position.
Let's begin with what we started the year with. We all had direct goals to achieve and some aspirational ones.
The direct goals include the number of hours spent on achieving targets. Let's list the goals accomplished on a monthly or quarterly basis. While a performance scorecard is a reference point, it's time to look beyond these measures.
Quantifying your achievements would be an easy way to illustrate progress. For example, selling 30 products compared to 50 last year with a target of 60 this year demonstrates improvement year by year.
What about other achievements not listed in your goals but still significant? Regardless of size, please make a note of them. For instance, in operations, resolving bottlenecks to enhance the supply chain efficiency.
If you are a solution provider, how many times have you researched your clients' needs, uncovering unmentioned requirements? Additionally, how have you contributed to forecasting through research?
Detail the projects you've managed and how they contributed to your growth. Reflect on the initial assumptions versus the actual delivery process. Highlight the agility in your approach and summarize in bullet points. Consider how these experiences benefitted your organization.
Remember and describe any escalations you handled and how they were resolved. Highlight any innovative solutions discovered and preventive actions implemented to avoid future issues.
Acknowledge the mentors who guided you this year. How have you benefited from their teachings directly and indirectly in your work? Quantify your mentoring experiences. Outline an agreement with your mentee, detailing the functional outcomes of your mentorship. Reflect on how this mentoring network benefits the organization.
Lastly, address your mistakes openly. Reflect on how each error contributed to your growth and the steps taken to prevent them in the future. Express gratitude for the support received in rectifying these mistakes.
Let this review serve as an honest conversation with yourself about the value you bring to your workplace. Acknowledge the support received and its role in your development.
Lastly, express gratitude to all deserving individuals without any bias. If you feel grateful towards a colleague you may not particularly favor, acknowledge it sincerely.
Your review document holds more significance than mere Performance Appraisal feedback. It's a personal reflection on your work journey, regardless of any monetary rewards. Best wishes to you all!
From India, Mumbai
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Hello Ji,
The query was pertaining to one calendar year of work only. In my view, since we follow the fiscal year format, feedback on work done is for fiscal year performance, so the purpose a calendar year estimate is to fulfill is not clear. Anyway, all the best. In case you have done well this year, hold yourself in high esteem!
From India, Hyderabad
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The query was pertaining to one calendar year of work only. In my view, since we follow the fiscal year format, feedback on work done is for fiscal year performance, so the purpose a calendar year estimate is to fulfill is not clear. Anyway, all the best. In case you have done well this year, hold yourself in high esteem!
From India, Hyderabad
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