Make the Best Out of Your Performance Review
Make it a reflection of where you are and where you want to be.
Photo by Chris F
Finally, the year is coming to an end.
Before you exchange your office chair for a comfortable sofa, there are two questions:
How was your year at work?
Did you achieve your goals and targets?
Your answer is likely to be yes. In twenty minutes, you can sweat down a list of accomplishments. Your performance review is done!
Uff. What a relief. This administrative formality is over.
But do not go away now, stay with me.
Look over your review. A performance review is a tool for getting what you want if you use it wisely. Prepare the ground for a constructive dialogue.
How to write an effective performance review
Many people find performance reviews pointless. That is a shame.
Always try to squeeze the most out of your performance review.
Pause and think about what you like and don’t like. Where do you see yourself next year or the year after?
“Choose to see the review process as an event you control, not something that simply happens to you.” - Todd Dewerr Ph.D.
Be in control and see performance reviews as an investment. They will help you get to the place you choose.
Understand the requirements and your goals
Most performance reviews fail because there is a mismatch of expectations.
Always check in which format you need to deliver your self-evaluation. Be aligned with the company guidelines, and especially discuss your manager’s expectations.
Then, take some time and think about the structure. What do you want to say? It should be realistic but also bold. After all, it is a baseline for the future.
Then collect examples:
Check milestones and achievements
Remember the stress you went through
Browse your notes, calendar, email conversations, Teams, etc.
Your significant contributions, teamwork, pivotal moments, or potential pitfalls become apparent. Now it is time. Decide your next career steps.
Be clear about what you want. For example:
What do you want to learn?
What salary do you want to achieve?
What promotion do you expect next year?
What projects do you want to do?
What do you want to change?
When you know what you want, start writing.
There should be a purpose for whatever you do. Performance reviews are not any different. When you decide on your goals, you are ready for their execution.
Here are 10 tips on how to cook your self-evaluation:
Reserve enough time to write your first draft.
Keep a clean structure — from general evaluation to specific milestones or the other way around.
Use simple language. Write as you speak.
Avoid corporate gibberish and generic job description statements.
Be fair. Not better, not worse.
Less is sometimes more. It is a performance review, not a novel.
Provide examples when appropriate.
Focus on relevant information related to yourself. Don’t gossip about others.
Point out your future direction.
Read it back. Your review should be even understandable for a person who does not know you.
Happy? Congratulations, you have finished your first draft. However! Could you give it a second go in a few days? You want to check that it is easy to read and that your grammar is spotless.
Prepare notes for the upcoming meeting
Before a review meeting with your manager, you still have some work to do. After all, you want to be in control.
Firstly, go back to your self-evaluation. Create a pitch that will swing you over the opening question: “So, how would you evaluate your performance?” or “How do you feel you have been doing?”
Then, prepare for possible scenarios. Every conversation can be easy or difficult. People can agree or disagree with each other.
Try to manage your expectations and prepare for potential disagreements. So, when you sit in a meeting, you can listen and interact without being emotionally hijacked.
Lastly, put down questions you want to discuss and prepare additional materials (e.g., print appreciations, role descriptions, or promotion criteria).
Practice negotiation and listening
The review meeting is a good occasion to ask for a salary increase, a new position, or another perk. Prepare for it, and don’t waste time.
Some of you might feel uncomfortable asking for what you want. But without assertiveness and negotiation, you might be stuck and unhappy.
There is nothing wrong with asking.
If you have never negotiated, take a look at some tips and videos before. This way, you know what to expect and how to deal with potential conversations.
Remember, your manager will have probably similar discussions with everyone. So, she/he might be quite a skilled negotiator and slimy influencer.
It is essential to be open and listen to what your manager has to say. Yet, you do not have to agree with everything. Have a dialog and reach an agreement at the end.
Show respect by listening. But also show respect to yourself by expressing your thoughts.
Be clear about where you want to be and what steps you take to get there
Performance review discussions often drift apart. You start talking about clients, projects, budgets, culture, etc. That is OK as long as you have clarity about what is ahead of you.
Fishing for a new challenge? Are you on the hunt for a promotion? Do you want one extra week of holiday?
Don’t let your manager guess.
Straightaway, agree on what needs to be done. Things are easier when they are discussed. Don’t just dream but go for it. If you always wait for your manager to decide for you, you may become demotivated.
Some things might not work, while others will. Make a list of priorities you can trade during the process of reviewing and setting new goals.
Performance review talks about the past, but it also kicks off the future.
Do take notes. What’s written and agreed upon will prevail.
A performance review can be useful
When you are busy working the whole year, it is helpful to stop for a moment. Think about what you have been doing, why, and what you want to do in the future.
A performance review works as a vessel to communicate your goals to your manager. If you listen well and open your mind, you might discover new opportunities.
Remember, there is always a choice.
We have to sometimes decide and communicate what we want. Otherwise, we might not move forward.
“If you don't ask, you don't get it.” - Mahatma Ghandhi
Contact me if you are unsure about what direction you should take. I will be happy to help you find your next steps and prepare you for a difficult conversation or salary negotiation.
See you next week!
PS: Next time we will take a look at handling (difficult) feedback conversations as a leader.