My 2018 Performance Evaluation

In a blink of an eye, it is suddenly 2019. Yes, it has been 8 months since I decided to leave company A and join company B (for a little bit of back story, see How to not Choose Your Next Job). It was crazy with a lot of ups and downs and complains. But then, every company will always have their own problem, so I guess I can’t complain too much about Company A. One thing that I am greatly concern, though, is the lack of KPI and 360 review.

Yep, you heard/read me right. As far as I know (I might be missing something), there is no such thing as Key Performance Indicator assigned to me or anybody else on the company. Yes, we have our job description and projects assigned on us, but there are no clear and specific indicator to measure our performance. I could just play Fallout Shelter all day long grinding for some Dragon Maw in the office while letting my peers do all the work and I will still be fine. Heck, I could just steal a weather radar and just get away with a warning letter (More about that in other post :D).

The same goes for 360 review. Again, as far as I know, there is no such thing where you evaluate the performance of your peers, your subordinate, or your boss. If there is any evaluation being done, it is probably top-down evaluation and I have never heard of it being communicated to me so that I can work harder on things that I lack. This also means that if anyone boss is a screw-up, everyone below him are screwed.

That being said, I decided to take the matter into my own hand and made my own version of KPI / peer review to give me some hint about how am I doing in this company.

I decided to make some type of performance evaluation survey out in GoogleForm and distribute them to my unit and my division. Making the performance evaluation survey was pretty tricky. For one, I did not want this survey to be thought as some kind of self-boasting or compliment fishing. I actually wanted to know the areas where I am good at and where I sucks at, but the first one was kinda hard to do without spitting the image of self-boasting or compliment fishing, so I decided to drop it. I also wanted to make the survey as simple as possible so people are less reluctant to fill it and can fill it quickly. Ultimately, this was performance evaluation form that I made for myself. The last question in the form was quoted directly from Radical Candor by Kim Scott (Awesome book, btw) and it turned out to be both the most useful and most useless elements of this performance evaluation survey (Hahaha). But we’ll get to that in the minute.

I distributed the forms via whatsapp groups with total participants of roughly 100 person and from these recipients, the number of form respondent was so surprising. It was:

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10 person.

To be honest, I felt that this number was surprisingly small. But then I am not that social and giving feedback is not really in our culture. Hell, I myself never bother filling out feedback survey given to me whenever I eat at some of my favorite restaurants, even though they offer my some candies. So, I took this as my karma speaking (I am sorry, Pepper Lunch, I shall fill out your feedback survey appropriately next time).

Out of 10 respondents, 7 of them was my superior (or claimed to be my superior or claimed to be more superior than me, I don’t know, the form was anonymous). 8 were from the same division, 1 was from different division and have worked together with me, and the last one was from different division and have never worked together with me. For you, one guy/girl who took the time to fill out this form even though you never worked with me, I must say: you must have a lot of free time, eh? I mean, thank you, I really appreciate it.

Out of 10 respondents, my overall performance rating was 8 in average, which was actually good. My own overall evaluation for my performance was 7 and was expecting to get somewhere around 7 and 8 from this evaluation form. So, getting 8 means that I am doing something right and not delusional (except when I put too much sugar on my tea). This also sets up a weight in my chest as it means for next year (Yeah, I am planning on doing this evaluation form again), I have to keep up with the high expectation. Ah, the expectation.

As for the areas that I suck as, the majority thought that my approach to work in terms of flexibility and adaptability was crap. Again, since the form was simple, I could not clarify what exactly did this people mean (or in which case)? But, if I may guess, it may have something to do with my perfectionist nature, stubbornness, and my silly semi-OCD attention to small and sometimes most of the time not important things. That and maybe also my sweet spot for Gisella Anastasia. I will try to be more flexible in this year, but , do remember that rule is rule, SOP is SOP,  and fact is fact. 😀

The last question in the form was “Is there any specific things that I can do (or maybe stop doing) that will improve your working experience in the office?“, quoted shamelessly from Radical Candor. The responses were varying. Some was useful and pointing out my flaws such as my tendency to address peers with informal salutation in a formal meeting (which I did not aware of, so, thank you). Some was addressing my habit that he/she does not like such as me sleeping in my chair (with my drool running down my mouth) instead of sleeping in bed in the break room. However, two response were simply just saying Happy Birthday to me (I distributed the form at the last day of 2018, which turned out to be my birthday also). This birthday congratulation gave me mixed feeling as it has nothing to do with the question and would be a lot better if they give me a present instead of just congratulation (Yes, please). Nevertheless, in general, I think this part of my performance evaluation form was the most useful one and will surely include the same question for next year.

So, that pretty much sums up my performance evaluation for year 2018. With this post, I would like to say thank you to all 10 respondents who kindly took out 5 minutes of their life to fill in my performance evaluation form (and that one guy/girl who has too much free time on his/her hand). I will try to consciously improve myself based on your suggestions, so, please be a dear and fill out the form again next year. 😀

Stepen – A man who can’t control his drool

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