Want a performance assessment? Let clients give it | Jan 06th 2007
By Jacqueline Dooley
A few of my colleagues with full-time agency jobs have just completed their annual performance reviews and/or given reviews to their staff. Thinking about performance reviews gives me a pang because it brings up some old feelings from the ghosts of full-time jobs past.
For me, the annual (or semi-annual) performance review was a mixed blessing. It was nerve-wracking because it forced me to look at my shortcomings, but it was always so rewarding to get a glowing performance review, accompanied by a raise and the occasional promotion. Performance reviews, good or bad, always motivated me for the coming year.
The lack of consistent feedback on my work is something I haven’t really considered as a freelancer. In fact, I’ve always felt that one of the strongest benefits of working for yourself is that quality of your work speaks for itself. When a client awards me additional work and responsibilities, refers me to a colleague of theirs or expresses sincere gratitude for my help, it is ample substitute for a glowing performance review. Or is it?
Now that I don’t have the opportunity to haggle with any one boss about the merits of my work, and how deserving I am of a raise and some recognition, I kind of miss it. I’ve always liked (needed) to be graded. It kind of makes it all worth it. It’s validating to receive a positive performance review from a boss and peer in the same industry.
It’s shamelessly egotistical, I know, but without having any kind of ritualized feedback in my work schedule, I tend to obsess over my shortcomings and wonder about how my performance is perceived.
Another side effect of the missing performance review is the tendency to feel isolated and insecure. I wonder if I’m learning enough about the industry — am I keeping up with trends? Am I giving my clients the best service possible? How do I measure up compared to other people in my field?
Others can help
It has occurred to me that I do not need to wallow in self-doubt and isolation. I can actually reach out to my clients and ask for a performance review — of sorts. I know everyone is busy, but I think it’s important to touch base with clients and ensure I’m meeting all their expectations and that, in turn, they are meeting all of mine.
Requesting performance reviews from existing clients will provide me with the much-needed feedback I’m seeking and give me some concrete things to work on for the new year. It will also give my clients the opportunity to take a step back and evaluate my work. Am I adding value? Can they use me in other areas of business? Would they feel confident recommending me to a colleague or peer at another company?
The pitfalls of this line of thinking are fairly obvious. A client may decide they are not happy with my work or that I am not, in fact, adding value. Thus, the best possible outcome for a performance review is not praise and more work, but also to understand whether or not I continue to be a good fit for the client’s needs. If the answer is no, then the best possible service I can give to the client is to move on so I do not continue to waste their money and my time.
And isn’t that the bottom line?
–
This article was published in the Poughkeepsie Journal on Saturday, January 7th, 2007