Performance and Perception: how to get it right

Nobody likes a bragger. Ever. And I am absolutely not suggeting you should go around tooting your own horn, thats just annoying. I am not even saying you should be telling people about the work you do in detail, because “just getting things done” is a talent in itself.

But if you have a problem with perception of your performance, I suggest you start by doing the following to change it:

  • Communicate enough, to ensure you share progress steps with those around you
  • Ask people for feedback, so you can address the perceptions they have
  • Share your workload in a constructive way: “when I managed a similar problem last week, I…”
  • find a few trusted colleagues who can be your sounding board for when you do something that rubs people the wrong way, so you can make sure your performance isn’t being lost because the perception gets in the way.

Sign up for my next post on how to coach and manage an employee who isn’t performing, and how to assess if it is a performance or perception issue.

One thought on “Performance and Perception: how to get it right”

Thanks for reading me. I blame any errors on being Swedish. (But do let me know so I can fix it!)