Workplace performance reviews are not just a checkpoint that companies use to assess their teams but also an opportunity for you as an employee to leverage your value to the company. When done right, they can spark motivation, clarify expectations, and unlock potential for future pathways for both parties.
Nearly 50% of employees reported in the Human Workplace Index that their companies have updated how success is measured in performance reviews compared to pre-pandemic times, with the majority of companies conducting these assessments annually or quarterly.
That’s why, it’s important to be on top of the review and get favorable outcomes. To do that, here are three tips to do so:
Know Exactly What You’ve Accomplished
Always be ready. If you’ve been employed in the company for a while, you might already know when these reviews happen, so start revisiting your job description, KPIs, and how well you met targets.
You can outline major projects you’ve worked on and their outcomes and provide measurable results like sales numbers, customer satisfaction scores, or other relevant statistics.
Don’t focus on just individual achievements. Remember to highlight instances where you contributed to team successes or worked well with colleagues, as good peer feedback also demonstrates your ability to work effectively as part of a team.
Find A Good Time To Discuss With Your Manager
If you have the option to set a schedule to discuss your performance review with your manager, time it when they’re in a good mood. Stay away from days when they’re usually coming out of a big meeting or when they’re too busy. You’d want to have their undivided attention and make sure they’re in the right mood.
Let them know that you’ve also been reflecting on your performance and that you’re ready to discuss achievements, challenges, and future goals in the company.
Aside from timing your discussion well, Indeed also listed “nice things” to tell your manager during this review season. Don’t sound too cheesy or patronizing, be honest, and maintain professionalism.
- Compliment them for creating actionable goals for you and the team
- Appreciate them if they’re giving you more flexibility at work, whether in terms of schedule or managing and balancing workload
- Thank them for taking the time to talk to you personally when concerns arise, be it in recognizing your wins or giving constructive feedback.
Be Clear With What You Want
Before the meeting, think about what you want to achieve from the review, be it a promotion, a title change, or a salary increase. Draft a list of key points you’d love to cover and bring that to the meeting.
When it’s your turn to respond to the review, make sure to be respectful and acknowledge the important points they delivered. Frame your achievements as leverage to achieve your goal in this discussion and express your intentions clearly and assertively. Managers are more likely to support your growth or requests when they see the value you bring to the company.
After discussing, ask your manager to confirm that you’re both aligned on what needs to be achieved moving forward and put it in writing, if possible. Establishing mutual expectations ensures you’re on the same page and sets a path for future development.
While it’s important to advocate for your own agenda, be open to their response. Remember, they’re human too who should be afforded patience. Actively listen to their input, and don’t rush them into making decisions in your favor. Rather, work with them to accomplish your goals.
Navigating the performance review season can be daunting, but you can always be ahead of the game through preparation. Approach the review with openness, turn it into a productive experience, and be ready for both positive and critical outcomes.
You can also treat the review as an opportunity for mutual feedback and alignment with your manager. Remember, what’s important is that you know your worth and take actionable steps toward your career goals at all times.
Forbes
