<h1>The Fear of Performance Appraisal in Malaysia</h1>Let’s forget about ghosts, pontianaks, and a whole town of assorted creatures roaming the streets and under your bed tonight. As the final quarter of the year approaches, some of us are equally terrified for a completely different reason: Performance Reviews.Pull the curtains, dim the lights. Let the story begin.There I was sitting in a dark, windowless office, preparing for a presentation the day after. Deep in thought and resisting the urge to sneak a quick nap, I pulled myself up and reached for the stained coffee mug when a notification popped up on my screen.“We have scheduled your annual performance review for 3pm on November 1, 2024.”Struggling with the fear of performance appraisal is like being stuck in the mud – it’s just no fun. In Malaysia, performance appraisal processes often make employees feel small and anxious because of the unpredictability of their job performance. The thought of having one-on-one feedback sessions without context, not knowing if you’ll be congratulated or admonished is pretty unnerving.Why are performance reviews necessary? In theory, it is designed to increase the productivity of a company’s employees through constructive conversation. The more feedback an employee receives, the more likely they are to feel that their efforts are being recognized.&nbsp;It’s only human nature to feel anxious about being judged. When it comes to situations that are out of our control, we tend to go along with <a href="https://brainworldmagazine.com/why-do-we-always-expect-the-worst-how-to-stop-doing-that/" target="_blank" rel="noopener noreferrer">our own fearful narratives by assuming the worst</a>.List out 3 possible reasons why your performance review could go horribly wrong. If nothing pops up, chances are <a href="https://www.bbc.com/worklife/article/20211022-why-were-so-terrified-of-the-unknown" target="_blank" rel="noopener noreferrer">it’s the unknown that worries you</a>, not your actual job performance.<img class="image_resized" style="width:100%;" src="https://blog.hiredly.com/wp-content/uploads/2022/10/talking-to-employer-1024x683.jpeg" alt="" srcset="https://blog.wobbjobs.com/wp-content/uploads/2022/10/talking-to-employer-1024x683.jpeg 1024w, https://blog.wobbjobs.com/wp-content/uploads/2022/10/talking-to-employer-300x200.jpeg 300w, https://blog.wobbjobs.com/wp-content/uploads/2022/10/talking-to-employer-768x513.jpeg 768w, https://blog.wobbjobs.com/wp-content/uploads/2022/10/talking-to-employer-1536x1025.jpeg 1536w, https://blog.wobbjobs.com/wp-content/uploads/2022/10/talking-to-employer-2048x1367.jpeg 2048w" sizes="100vw" width="1024"><h2>Performance Appraisal Myths We Know All Too Well</h2>You’ve been executing your deliverables, working across departments, and adding value to the team to the best of your ability. You believe wholeheartedly you are off to a great start. But does your manager feel the same way?A study by <a href="https://www.randstad.com.my/about-us/press-releases/1-in-3-do-not-know-how-to-react-during-performance-reviews/" target="_blank" rel="noopener noreferrer">Randstad</a> found that eight in ten employees in Malaysia feel comfortable giving and receiving feedback from their managers. 84% said that they work in an environment where feedback can be shared with one another at any time.As much as the current workforce in Malaysia encourages employee feedback, common myths about performance appraisals still prevail, which might pose an obstacle for organizations to make two-way communication a workplace priority.<h3>1. Performance appraisals are a waste of time&nbsp;</h3><img class="image_resized" style="width:100%;" src="https://blog.hiredly.com/wp-content/uploads/2022/10/waste-of-time-1024x683.jpeg" alt="" srcset="https://blog.wobbjobs.com/wp-content/uploads/2022/10/waste-of-time-1024x683.jpeg 1024w, https://blog.wobbjobs.com/wp-content/uploads/2022/10/waste-of-time-300x200.jpeg 300w, https://blog.wobbjobs.com/wp-content/uploads/2022/10/waste-of-time-768x512.jpeg 768w, https://blog.wobbjobs.com/wp-content/uploads/2022/10/waste-of-time-1536x1024.jpeg 1536w, https://blog.wobbjobs.com/wp-content/uploads/2022/10/waste-of-time-2048x1365.jpeg 2048w" sizes="100vw" width="1024">When conducted effectively, performance reviews play a central role in motivating employees and helping them reach their fullest potential. A successful performance appraisal and employee feedback session is equally important to everyone in setting new targets and developing professional goals.Cardy and Dobbins defined the appraisal system as a tool for organizations to encourage employees to improve their performance and productivity in <a href="https://www.academia.edu/37014552/The_Effectiveness_of_Performance_Appraisal_in_the_Private_Education_Industry_in_Malaysia">P</a><a href="https://www.academia.edu/37014552/The_Effectiveness_of_Performance_Appraisal_in_the_Private_Education_Industry_in_Malaysia" target="_blank" rel="noopener noreferrer">erformance Appraisal: Alternative Perspectives</a>.Even if employees are already performing, this session allows for a thorough assessment to learn your key strengths and where you stand within the organization. If you don’t take the initiative to check in with your manager and confirm that your contributions are on track with theirs, it’s easy to feel discouraged, confused, and even a little insecure.Knowing your place is hugely beneficial to your career. That’s how you identify whether you’re adding value to the company and have what it takes to <a href="https://www.cnbc.com/2017/01/09/how-to-turn-that-performance-review-into-a-raise.html" target="_blank" rel="noopener noreferrer">negotiate a raise or promotion</a>.<img class="image_resized" style="width:100%;" src="https://blog.hiredly.com/wp-content/uploads/2022/10/promotion-at-work-1024x683.jpeg" alt="" srcset="https://blog.wobbjobs.com/wp-content/uploads/2022/10/promotion-at-work-1024x683.jpeg 1024w, https://blog.wobbjobs.com/wp-content/uploads/2022/10/promotion-at-work-300x200.jpeg 300w, https://blog.wobbjobs.com/wp-content/uploads/2022/10/promotion-at-work-768x512.jpeg 768w, https://blog.wobbjobs.com/wp-content/uploads/2022/10/promotion-at-work-1536x1024.jpeg 1536w, https://blog.wobbjobs.com/wp-content/uploads/2022/10/promotion-at-work-2048x1366.jpeg 2048w" sizes="100vw" width="1024"><h3>2. Performance appraisals are based solely on the completion of goals</h3>It’s one thing to crank through your list and complete your daily do’s. It’s another to show the commitment to push past boundaries and get the career growth you need.Having “the talk” with your manager is more than simply ticking off a checklist and waiting to be assigned new tasks. While the term ‘review’ emphasises looking back, employee performance evaluation should also be forward-thinking and essential for your career development in Malaysia. Yesterday’s rules might not apply today. Take this time to review your priorities and personal development plans.<a href="https://mailserver.wobb.co/site2/4408b2715e6fbabe23223a04f206505a/?u=B&amp;webforms_id=c&amp;utm_medium=affiliate&amp;utm_source=hiredly_career_advice_blog&amp;utm_campaign=performance_review_myths" target="_blank" rel="noopener noreferrer"><img class="image_resized" style="width:100%;" src="https://blog.hiredly.com/wp-content/uploads/2022/10/midscroll_Career_Advice_Subscription_CTA_1200x400-1024x341.png" alt="" srcset="https://blog.wobbjobs.com/wp-content/uploads/2022/10/midscroll_Career_Advice_Subscription_CTA_1200x400-1024x341.png 1024w, https://blog.wobbjobs.com/wp-content/uploads/2022/10/midscroll_Career_Advice_Subscription_CTA_1200x400-300x100.png 300w, https://blog.wobbjobs.com/wp-content/uploads/2022/10/midscroll_Career_Advice_Subscription_CTA_1200x400-768x256.png 768w, https://blog.wobbjobs.com/wp-content/uploads/2022/10/midscroll_Career_Advice_Subscription_CTA_1200x400.png 1200w" sizes="100vw" width="1024"></a>Here’s a little tip: Keeping your passion and daily grind entwined is a surefire way of telling your manager that you’re invested in building a fulfilling career. Shavon Brown, a Manager of Learning and Development at Squarespace shared that being stuck in the same position for too long does more harm than good. It will eventually <a href="https://www.themuse.com/advice/5-ways-to-get-the-career-growth-you-need" target="_blank" rel="noopener noreferrer">limit your potential to grow</a>.&nbsp;If you’re so lucky to be doing something that excites you, build on it, align your goals with it and never let it go.<h3>3. Negative feedback means you’re probably getting fired soon</h3>In most workplaces, <a href="https://www.businessinsider.com/bad-performance-review-what-to-do-2017-10" target="_blank" rel="noopener noreferrer">poor performance reviews don’t necessarily mean you’re on the verge of getting fired</a>. Ratings alone do not speak for themselves, but rather it is meant to make you correct your course.&nbsp;<img class="image_resized" style="width:100%;" src="https://blog.hiredly.com/wp-content/uploads/2022/10/negative-feedback-1024x576.jpeg" alt="" srcset="https://blog.wobbjobs.com/wp-content/uploads/2022/10/negative-feedback-1024x576.jpeg 1024w, https://blog.wobbjobs.com/wp-content/uploads/2022/10/negative-feedback-300x169.jpeg 300w, https://blog.wobbjobs.com/wp-content/uploads/2022/10/negative-feedback-768x432.jpeg 768w, https://blog.wobbjobs.com/wp-content/uploads/2022/10/negative-feedback-1536x863.jpeg 1536w, https://blog.wobbjobs.com/wp-content/uploads/2022/10/negative-feedback-2048x1151.jpeg 2048w" sizes="100vw" width="1024">Use negative feedback as a reality check. Take proactive steps to ask questions and schedule check-ins with your manager. It keeps you on track knowing there’s another person to review your work in progress on a regular basis.Don’t get defensive and argue back even if you think the feedback is not justified, or they may not be inclined to share it with you in the future. Instead, jot down the comments and ask for feedback from other colleagues you’ve worked with.It’s vital that employees in Malaysia have access to superiors who offer support through meaningful employee performance feedback, which helps them commit to their career objectives and learn any areas that may need improvement.&nbsp;<h3>4. Managers talk and employees listen</h3>Performance reviews should be a <a href="https://www.quantumworkplace.com/future-of-work/13-performance-review-tips-that-actually-improve-employee-performance#:~:text=A%20performance%20review%20is%20a,organization's%20overall%20performance%20management%20strategy." target="_blank" rel="noopener noreferrer">two-way, individualized conversation</a> that improves employee motivation and align their efforts. But all too often, the session is concluded with a sigh of relief and crucial concerns are not addressed.While there isn’t a one-size-fits-all approach to performance discussions, managers and employees should equally contribute to the conversation where they can address organisational goals and future-focused plans of the company.This gives employees a chance to be forthcoming about their feelings and openly discuss a way forward together. In turn, the managers will get a clear idea of how to support and motivate their team members.<img class="image_resized" style="width:100%;" src="https://blog.hiredly.com/wp-content/uploads/2022/10/2-way-conversation-1024x683.jpeg" alt="" srcset="https://blog.wobbjobs.com/wp-content/uploads/2022/10/2-way-conversation-1024x683.jpeg 1024w, https://blog.wobbjobs.com/wp-content/uploads/2022/10/2-way-conversation-300x200.jpeg 300w, https://blog.wobbjobs.com/wp-content/uploads/2022/10/2-way-conversation-768x512.jpeg 768w, https://blog.wobbjobs.com/wp-content/uploads/2022/10/2-way-conversation-1536x1024.jpeg 1536w, https://blog.wobbjobs.com/wp-content/uploads/2022/10/2-way-conversation-2048x1365.jpeg 2048w" sizes="100vw" width="1024"><h3>Here are some questions to ask your manager and make the most out of your performance appraisal:</h3><ul><li>What you can do better for the next quarter</li><li>What goals you should be working toward</li><li>What you can do to qualify for a promotion</li><li>To understand how your progress is being evaluated</li><li>The opportunities available for your career development</li><li>To find out if there is room for growth within the department</li></ul><h2>Do You Get Spooked Easily?</h2>“Monsters are real, and ghosts are real too. They live inside us, and sometimes, they win.” – Stephen KingProne to panic attacks every single time a performance review gets put on your calendar? There’s nothing scarier than overthinking a simple process that is meant to assess your growth within the company.&nbsp;When you know what to expect, go in with the right mindset, and try to eliminate surprises, you’ll find that appraisals are more productive and enjoyable than you ever thought possible. All you need to do is push the conversation and ask. Simple as that.&nbsp;<hr><h3>What if it doesn't work out this time? Remember, there's always a better opportunity waiting. You just need to know where to look. Let <a href="https://my.hiredly.com/jobs?utm_medium=article&amp;utm_source=hiredly_career_advice_blog&amp;utm_campaign=career_advice" target="_blank" rel="noopener noreferrer">Hiredly</a> be your guide!</h3><a href="https://mailserver.wobb.co/site2/4408b2715e6fbabe23223a04f206505a/?u=B&amp;webforms_id=c&amp;utm_medium=affiliate&amp;utm_source=hiredly_career_advice_blog&amp;utm_campaign=performance_review_myths" target="_blank" rel="noopener noreferrer"><img class="image_resized" style="width:100%;" src="https://blog.hiredly.com/wp-content/uploads/2022/10/footer_Career_Advice_Subscription_CTA_1200x400-1024x341.png" alt="" srcset="https://blog.wobbjobs.com/wp-content/uploads/2022/10/footer_Career_Advice_Subscription_CTA_1200x400-1024x341.png 1024w, https://blog.wobbjobs.com/wp-content/uploads/2022/10/footer_Career_Advice_Subscription_CTA_1200x400-300x100.png 300w, https://blog.wobbjobs.com/wp-content/uploads/2022/10/footer_Career_Advice_Subscription_CTA_1200x400-768x256.png 768w, https://blog.wobbjobs.com/wp-content/uploads/2022/10/footer_Career_Advice_Subscription_CTA_1200x400.png 1200w" sizes="100vw" width="1024"></a>

Having these conversations aren't always easy, but approaching them with a willingness to learn can turn a performance appraisal into an opportunity for growth.