Veja como você pode evitar as possíveis consequências de não levar as avaliações de desempenho a sério.

Don't ignore performance reviews! They're crucial for several reasons. First, they provide valuable feedback that helps us improve and move forward in our career. Second, without clear goals from reviews we might not focus on the right priorities. Third, issues with our work could catch us off guard if they're not discussed during reviews. Fourth, companies use review insights to plan training & development, so missing reviews means missing out on these opportunities. Finally, without documented progress, it's harder to get promotions or raises. We need to take our performance reviews seriously—they're our chance to grow & succeed in our career.

Prevention is better than the cure, I don't think any quote would suit better as a reply to this question. These are a few things you can do to ensure you are well-prepared:- 1. Set up frequent connects with your manager to understand what you are doing good and where you can improve. 2. Maintain a log of things you do, because it's hard to recall what you did 10 months back. 3. Maintain high visibility in front of leadership through your proactiveness in handling a few projects/tasks outside your work. 4. Ask your manager to define "success" in your role. 5. Don't get involved in office politics. It is a waste of time plus you don't make friends (the real earning of a job other than work experience)

Não levar as avaliações de desempenho a sério pode ter consequências significativas na sua carreira. Já vi muitos profissionais perderem oportunidades de crescimento por não darem a devida atenção a essas avaliações. Elas são uma ferramenta vital para identificar áreas de melhoria e reconhecer seus pontos fortes. Ignorar ou não se preparar adequadamente para elas pode resultar em estagnação e falta de alinhamento com os objetivos da empresa. Vale a pena investir tempo e esforço para se preparar bem e usar o feedback como um guia para o desenvolvimento contínuo.

Self Assess. Prepare a list of key achievements over the past 12 months. Document everything, search for emails, reports, feedback from stakeholders etc.

Performance evals tend to be taken lightly. To be fair, some companies just do them out of "what every company does" or for protocol and don't actually get any data from it, but most companies, specially big ones, do. They analyse and make decisions out of it which can impact your position, opportunities and even your salary! Why get a PIP when you can be recognize knowing in what to focus.

Most important is seek constructive feedback. Never be satisfied with vague statements. Instead ask how to improve, ask for support, resources, mentors or training program to improve.

Quantify it SMART goal. Give a target number X or percentage X % as achievable goal. If you are aligned with individual contributor role or management role, you will guidance accordingly.

Have regular 1:1 meetings. Discuss your progress, challenges, support systems if required. Also ask for feedback on how's it going.

Always maintain a positive attitude for focusing on next steps. This will help in improving and grow in your career path. If support system is required, ask for additional resources or directions.