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performance review

How To Prepare For A Performance Review

performance review

Performance reviews can be slightly nerve wrecking especially if it’s your first one in a new company or with a new manager. These meetings are used to set future targets, review ongoing or past projects, and discuss career progression. Employees can use these meetings to their advantage by bringing up issues they have in their roles, discuss ideas that could improve the company’s processes and explain the outcome of different projects that they have done.

 

Here’s our guide on what to focus on and how to get the most out of your time with your manager.

 

Performance: You need to have an open mind when speaking with your manager regarding your performance and understand that all feedback, good or bad, is delivered to ensure you improve. This is not an exercise in shaming you or making you feel inferior – if your manager expresses concern or gives you advice on poor performance in an area, ask them what you need to do to improve. If you have a genuine reason in response to their concern express it, but don’t get defensive. This could show your inability to take criticism which is a very important trait if you want to become successful. If you get good reviews, be gracious and don’t do the Irish thing and brush it off! Take it on board and move on.

 

Career Progression: Don’t run before you can walk. The key thing to remember is to not start your review by asking for a step up. If you want to ask whether you’re up for promotion, first hear what your manager has to say. Your manager is the one who will know if you are ready for a jump so listen and listen well, if you have more work to do, ask what needs to be done and get the head down.

 

Salary: This is always a question that makes people nervous to ask their boss. While you may be in line for a raise, if you haven’t got the guts to ask you most likely won’t get one. A salary increase should reflect your increased performance against a target or a general overall improvement in your work or increase in responsibilities. Go in with a positive attitude and make sure you to back up your request with success stories or good figures and ask with good grace.

 

Be prepared: Remember to give yourself plenty of time to prepare your figure, accomplishments and a list of what you want to discuss. If you have been sitting on a problem for a while, this is a good time to get it off your chest but make sure you have things straight in your head. A good manager is always willing to listen to your concerns but if you waffle on and have no real information, chances are your point will be missed. Clear your diary beforehand so you are fully prepared and no late nights the night before. You need to have your game face on and be ready to wow and impress and tackle any questions you’re faced with

 

Finally, a review is an important part of a role and it’s good for building relationships with your manager so if they are particularly busy, try to gently remind them that you are due a catch up and you feel it’s important to you and your role. Take on board what your manager has to say and stay positive! Most reviews end well so chin up!

Posted by Recruitment Consultant, Sigmar on 30 November 2017

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Sigmar Recruitment wins Recruitment Agency of the Year at ERF Awards 2021

Sigmar Recruitment wins Recruitment Agency of the Year at ERF Awards 2021

We’re thrilled to announce that Sigmar Recruitment picked up Recruitment Agency of the Year and Best in Practice – Sales & Marketing at the 2021 Employment & Recruitment Federation Awards on Friday 25th February 2022. In a year that Sigmar Recruitment will celebrate another major milestone; of being in business for 20 years, we are over the moon to receive this recognition. Speaking on the win, Sigmar CEO, Adie McGennis said; “It is a great testament to every single person in Sigmar and the professionalism, coolness and positivity they displayed over the challenges of the pandemic. Their ability to get involved in not just providing excellent service to our clients and candidates but initiatives such as Talent Summit and Ireland, Gateway to Europe, I’m so pleased for the team to receive this recognition. It has been a record-breaking year and this is the crowning achievement.” Alan Murphy who accepted the Best in Practice – Sales & Marketing Award added, “We are delighted to have won this award again after what has been a challenging but ultimately rewarding year in recruitment. It’s a testament to how the team adapted to the demands of the market and will inspire us to continue to grow our high performing team and offer a best-in-class service to our candidates and clients alike!” The postponed ceremony took place in the Shelbourne Hotel and was attended by over 360 guests. The awards are designed to identify and reward excellence in recruitment in Ireland and is judged by an independent panel, including representatives from the international recruitment sector, the National College of Ireland and DCU. A huge congratulations to all of our fellow ERF Award winners and nominees. Visit the Employment & Recruitment Federation website to see a full list of the 2021 winners. 

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Salary Guide 2022

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Download - Salary Guide Ireland 2022 (PDF) Executive Summary From Adie McGennis, CEO What a year! We came into the year with high uncertainty but hope that we had all seen the chaotic stage of the pandemic over and a “New Normal” (or “New Abnormal”) giving stability and growth to businesses and economies.  Equity markets and job vacancies grew in the first half of 2021 to record levels. At Sigmar, we had experienced our strongest month in twenty years by May and have broken business records since then. It applied to both the permanent and temp/contract jobs market. This in itself, is unusual because generally strong markets see an increase in permanent hiring, and less utilisation of temps and contractors. Such was the nearly frenzied, demand that companies looked for any solution to enable their growth.  Salary inflation, as well as price inflation, began to increase, but all indicators show that further increases are coming. This was across the board, but particularly in IT and life sciences. Certain skills are experiencing double digit inflation, purely because demand is at an all-time high. Supply of skills by re-training or re-educating staff from sectors that suffered (retail, hospitality, etc.) was slow.  It does present opportunities for SMEs to compete with larger multinationals, as the employee experience has never been more important and the flexibility that SMEs can generally give and the speed by which they can move, can give significant edge.  Remote work obviously continued to increase significantly, and hybrid models seem generally to be the optimum for employees. Tax and legislative issues with working in a different country has slowed this internationalisation, but it does present excellent talent opportunities once it is well planned. Traditional professions, like accounting, HR and legal grew as pent-up demand was evident. In Ireland particularly, construction is very buoyant after the tight Covid restrictions closed many sites in 2021 lifted and the need for housing requires a large increase in activity in the coming years.  So, a year of unprecedented growth in demand for talent, giving challenge and opportunity. The recovery of economies will sustain this growth throughout 2022 but some apprehension prevails that global economic shocks could accelerate recession. So, it is difficult to be over-confident on a medium-term basis. Predictions are difficult but I would estimate that demand will begin to level out and drop late 2022 and return to more “normal” or pre-Covid levels in 2023.  The various Covid strains continue to challenge, but more importantly we hope everyone stays safe and healthy.