很多公司都有绩效考核，一年一次或是一年两次。又到年终，各单位的绩效考核也陆续开始了。那么，该如何准备绩效考核呢?接下来，小编给大家准备了怎样准备绩效考核,欢迎大家参考与借鉴。
Is your performance review just around the corner? There's no need to panic -- but now would be a good time to prepare. 你的绩效考核是不是即将来临了?没有必要慌张——但现在就该开始准备了。
Experts offer these tips for making your review go more smoothly1: 下面是专家们提供的建议，让你的考核进行地更顺利：
Assess what you already know. 评估自己已经知道的
Ideally, you should be checking in regularly with your boss to make sure you're doing what's expected. 理想的情况是，你应该和老板定期联络来确保你做的是老板期望的。
"The performance evaluation2 process should start the day you're hired," said Janet Scarborough Civitelli, founder3 and president of Bridgeway Career Development. "There should not be any big surprises during the actual review." Bridgeway职业发展公司创办人、主席Janet Scarborough Civitelli说：“工作绩效评估应该从你工作的第一天开始。在考核期间不应该大惊小怪。”
Perhaps you're extra diligent4 when answering customer calls. You may think you're on track for a stellar performance review -- but your boss could be wondering why each call takes you so long. To avoid misunderstandings like this, make sure you know what the goals are for your job and how your boss measures success. 也许你回答客户电话十分细心。也许你会认为自己的考核会很出色——可是你的老板也许会疑惑为什么每个电话会花你那么长时间。要避免这样的误解，就得确保自己知道工作的目标和老板评估成功的方式。
If you haven't been talking to your boss about this, it's not too late. Even in a few weeks, you may be able to improve in some areas if necessary. 如果你一直都没有和老板谈过这些，现在谈还不太迟。就算距离考核只有几周的时间，有必要的话，你也许可以在一些方面改善一下。
扩展：怎样和老板谈绩效考核
When you walk into your boss' office for your performance review, you need a game plan. Documenting your accomplishments1 is a good starting point. But just as important, you need to know how to come out of the meeting with the information you need.
当你走进老板办公室谈论绩效考核时，你需要准备好策略。展示你的成绩会开个好头。但是同样重要地是，你需要知道如何从考核中获得需要的信息。
Experts offer these tips for handling this sometimes tricky2 conversation:
下面是专家们提供的建议，用于应对这种有时难以处理的谈话：
Ask questions.
提问
Always press for details, says Gail Ginder, an executive coach with the Claros Group.
来自Claros 集团的执行教练Gail Ginder说，永远都要努力去获得细节。
If your boss says you're doing a great job, this could mean you're about to be promoted. It could also mean that your performance is just OK, but your boss didn't want to take the time to do a more thoughtful review. To find out which is the case, ask for details. What aspects of your performance stand out to your boss?
如果老板说你做的很好，这也许意味着你将要被提拔，也可能意味着你的表现一般，但是你的老板不愿意花时间来进行更仔细的评估。要知道到底是哪种情况，问一问细节。老板觉得你哪方面表现突出?
Asking questions becomes even more important when the review is negative. "Often feedback is given without specifics," Ginder said. "Ask for specific examples of times when your performance didn't meet expectations. Then ask, 'And what would great performance have looked like? What would you have wanted me to do in that situation?'"
如果评价消极的话，提问就更为重要了。Ginder说：“往往评价反馈中没有细节。要问具体什么时候你的表现没有达到期望。然后问‘好的表现是怎样的?在那种情况下你希望我怎么做?’”
Tell your story.
讲讲自己的理解
If you disagree with your boss' assessment3 of your performance, ask if you can tell your side of the story.
如果你不同意老板对你表现的评价，问一问能否谈谈你自己的理解。
"Say, 'I have a different perspective on this situation. Would you like to hear it?'" Ginder said. Make sure your tone of voice is not defensive4. "You want to make your boss curious," not annoyed, about what you have to say. Then explain, calmly, why you didn't make the choice your boss now says you should have.
Ginder说：“可以这样说‘我对这个情况看法不一样。你想听听吗?’”不要带着自卫的语气。 “你是想让让老板(对你要说的)感到好奇”，而不是生气。然后，镇定地解释为什么没做出老板认为本该做出的表现。
Don't feel you need to give an explanation like this in every case, though. "It's perfectly5 fine to say, 'I hadn't looked at it that way. I'd like to try that next time,'" Ginder said.
但不要认为你需要解释每件事。Ginder说：“完全可以说，‘我不是这么看。下次再试试看。’”