An annual performance review is a common feature in almost any corporate organization. It involves the systematic review of the performance of every employee to ensure that he or she is keeping up with the duties and responsibilities that have been assigned to him or her. It also involves checking if the employee is implementing his duties as per the rules, norms and regulations laid down by the organization. An annual performance review helps not only the employer, but also the employee. It shows him where he needs to improve and also what his strong points are. But in order to get the desired performance, it is imperative that the employee have a set of goals which he should aim to achieve. This Buzzle article will help you with some pointers on how you can set performance review goals to ensure excellent performance. A good review is the result of hard work, sincerity, knowledge and most important of all, proper planning. Setting goals for a performance review is one of the easiest ways towards achieving set targets, performing as per the requirements of the organization and also towards a positive and flattering performance review. Given below are some steps that you can take in order to set some realistic goals for yourself, so that you breeze through your performance review. Most important of all is to recognize the need for setting goals and objectives for your performance. The first step that you need to take towards that excellent review, is to take a good look at yourself, performance wise.

• Which are the areas that you are appreciated in the most? What are your shortcomings?
• Where do you think you need to improve?

These are questions that you need to answer yourself before thinking about the review. Once you know your own strengths and weaknesses, it becomes much easier to establish goals to achieve for yourself. Another great way to understand what your goals for the next performance review should be is to go through your previous performance reviews. They'll provide you with a sea of data regarding you and your performance.

• Go through them and check what are the areas that said had scope for improvement.
• Have you improved in those areas?
• Which are the areas that you are good at and can focus on?
• Have you given due attention to those areas?
• How much has your performance improved, quantity wise and quality wise?
• Has it increased or decreased?

All this information is readily available in your previous performance reviews. Use them to formulate goals and objectives for your next one. There is one more thing that you can do, which may help you in setting goals for your performance review. This is an interactive step that you must take. Your colleagues and superiors are a great source when it comes to your performance.Before setting goals, ask around.

• Ask your colleagues about what they think are your strengths and weaknesses.
• Ask them what they think you can do to improve your current performance.
• Ask them for tips and pointers that will help you enhance your performance manifold.

The same questions can be asked to your superiors who do not participate in your performance review. They can definitely help you out with some valuable inputs on how you can improve. From all these various and quite credible sources, you're sure to have a vast amount of data that will tell you about where you stand in the organization, performance wise. Now comes the task of compiling all this data together, going through it in a detailed manner and formally formulating your goals for your performance review. Note down important points that have been mentioned by a majority of people and make those your first priority. Then, proceed with setting the other goals and objectives, based on which you will be able to perform better. When you set performance goals, you need to see to it that they are realistic. You are the best judge of your ability and hence, only you know how much of what, and how well you can do it in a fixed period of time. Setting unrealistic goals will only lead to further under-performance and disappointment. So be realistic and you're sure to perform well.