Five Steps to Prepare for Your Performance Review

Five Steps to Prepare for Your Performance Review

Let’s face it, most people get nervous when it comes time for performance reviews. However, performance reviews can be really informative for your career growth and development, and a great time to celebrate wins and accomplishments! As many companies approach mid-year reviews, we wanted to provide employees like you, with five tips to make the most out of your upcoming review.

1. Reflect on the Past

If your manager sent you a self-review form, take some time to think through the questions thoughtfully prior to the meeting. The more time you spend reflecting honestly on where you can grow and what you’ve accomplished, the more productive your conversation will be. Even the best managers may not remember 100% of your contributions, so it’s a great opportunity to remind them! In addition to completing your self-review, reflect on the following questions to come to the conversation as prepared as possible:

• What are your top three recent accomplishments?

• What opportunities do you have to improve in your role?

• What were your favorite projects/tasks that you worked on recently?

• What are your top strengths and how have you utilized them in your role?

• What goals did you commit to during the last review and how are you making progress towards them?

2. Prepare to Receive Feedback

You’re sure to receive both positive and constructive feedback during your performance review. The anticipation of feedback can often produce anxiety, despite the fact that it’s often helpful at illuminating areas of professional growth. To reduce anxiety, think back on some times when you were given constructive feedback that was difficult to receive but turned out to be valuable in the end. With that experience in mind, be intentional about actively seeking out feedback from your manager rather than shying away from it. Delivering feedback can be just as difficult as receiving it, so if you’re not getting clear feedback during your review, consider asking some of the following questions to help them clarify their message:

• What did you mean by…?

• Is there a specific instance you can point to?

• What could I have done differently to be more effective?

• I heard you say _______. Am I understanding you correctly?

3. Clarify Your Ask

Asking for things can be awkward, but whether your “ask” is big or small, your performance review is a great opportunity to act on it. Even if you’re told “no”, you’ve successfully communicated to your manager how they can better support you, and it could turn into a “yes” in the future. Consider asking for one of the following, and get clear on your ask:

• Support: feedback, regular one-on-one meetings, or on-the-job training

• Resources: equipment, tools or programs to help you better perform your job

• Compensation: a raise to meet market standards or an adjustment for increased responsibility

• Professional Development: attending a seminar or conference, seeking a certification, pursuing a degree, shadowing other roles, finding a mentor, or taking on stretch assignments

4. Set Actionable Goals

Before the review, reflect on your progress towards goals and brainstorm new business goals going forward. Align your goals with your departmental and company goals and communicate how your manager and team can support you in achieving them.

• What do you want to accomplish by this time next year?

• What support can your manager provide you to meet your goals?

• How can you add the most value to the team or contribute most to the company’s goals over the next 6-12 months? 

5. Look Towards the Future

While most of your performance review will be focused on the past, you should end the meeting by focusing on the future. Communicate to your manager the opportunities you plan to pursue for growth and development and cast a vision for where you see yourself going with the company.

• What new skills do you want to learn?

• What initiatives or responsibilities do you want to take on?

• What does your career trajectory with the company look like?

The Bottom Line

Performance reviews don’t have to be anxiety-inducing or dreadful. By taking time to prepare and being intentional with what you put in and get out of them, you have the ability to turn your review into a positive experience all around.