In Short
The problem: Your annual performance appraisal can be nerve-wracking, and if not properly prepared for, unproductive.
The solution: Going in prepared, with documented feedback, clear examples and an honest self-assessment, puts you in control of the conversation.
The result: Employees who approach their work performance review with openness and intent get more out of it, whether that's recognition, a clearer development path or the next step in their career.
How to get the most from your performance review:
Performance reviews can make employees nervous. Common questions that might roll through your mind: “What will my manager say?”, “Have I achieved enough?”, “What if their feedback isn’t positive?”.
The presence of the unknown can be unnerving in these annual assessments, but it doesn’t have to be. While performance reviews evaluate your success against certain markers, they also invite dialogues with your manager about improvement, ambition, and support.
Here are some performance review tips to take the anxiety out of the process and maximise what you get out of this valuable two-way conversation.
Know what to expect
In most performance reviews, managers offer their assessment of an employee's performance and then outline future expectations, often setting a timeline in which goals should be achieved.
Don’t be afraid to ask your manager for their performance review tips, and what to expect from the process. Are there particular documents they want you to fill out? Perhaps they want you to present feedback in a particular way? The review process shouldn’t be one of secrecy, and you’re entitled to know what will be asked of you and the metrics or benchmarks against which you’ll be assessed.
Be prepared
Keeping track of where you went well, when you received feedback, and the KPIs you met (or exceeded) will take much of the stress out of your performance review. It’ll also ensure you’re organised and prepared for your review, avoiding a last-minute scramble for evidence of the past year.
File relevant examples
Did you get great feedback from a client about your prompt service delivery? Did a senior member of the organisation praise your problem-solving abilities?
Whatever the commendation, if your skills and achievements are celebrated via email or other communication channels, file them away in an easy-to-identify folder.
Ask for feedback in writing
Whether positive or more constructive, if you receive feedback in a meeting or during a phone conversation, ask the source to document it, even briefly. This will add to the body of commentary you have on your work throughout the year and show you’re serious about feedback you receive and using it to improve yourself.
Invite feedback
If the colleagues, clients, stakeholders, and senior leaders you work with haven’t provided feedback on the work you’ve done together, ask them. Having a range of people from within and outside the organisation to provide feedback will paint a comprehensive picture of how you performed across your various duties.
Reflect on your previous performance review
Have you achieved the goals you set in your last review? Maybe you weren’t able to, because a large project got in the way, or the direction of the department changed? Again, it’s best to note and track these changes when they occur, so you can confidently account for what you have done and for when goals might have eluded you.
Be honest and open
Many performance reviews ask for a component of employee self-assessment. This will be a document that asks if you’ve fulfilled your core role responsibilities and achieved agreed KPIs over a specified period, and to what extent you did or didn’t fulfill these.
If your employer doesn’t require self-assessment, consider writing something independently. It’s a valuable exercise for you and will provide more information for your manager to determine eligibility for benefits used to reward exceptional performance, such as pay rises or promotions.
Being honest in these assessments allows you to talk candidly with your manager about the areas you’ve succeeded in, but also the areas that require attention or improvement. It will also make you more receptive to constructive criticism, and able to implement suggested changes and strategies both quickly and effectively.
Focus on the future
The most important performance review tip is to take the opportunity not just to reflect on the past year, but to plan and share your ambitions for the future with your manager. Perhaps you’d like to learn a new software program, or start studying for a professional certification?
Unless you share your aspirations, your manager can't lead you toward the right developmental activities, ones that will help you as well as benefit the wider organisation.
Performance reviews don’t need to be scary. In fact, they should be seen as opportunities for self-improvement, and conversations in which to plan and prepare for the next steps in your career. Be open to the feedback and suggestions presented in this annual review, and never be afraid to ask questions, or for clarification. It is, after all, your performance review.
Frequently Asked Questions (FAQs)
How do I prepare for a performance review?
To prepare for a performance review, you should review your goals from the previous year, gather documented evidence of your achievements, and complete an honest self-assessment. Start tracking your wins weeks in advance so you aren't stuck scrambling for metrics at the last minute.
What should I say in a performance review?
During a performance review, you should speak honestly about your major achievements, openly acknowledge areas where you need improvement, and clearly state your future career goals. It is a two-way conversation, not a lecture, so you should also ask your manager what they expect from you in the coming months.
What not to say during a performance review?
During a performance review, you should avoid making defensive excuses, comparing yourself negatively to colleagues, or saying "I don't have any areas for improvement." Framing feedback as an attack or refusing to show self-awareness can severely stall your career progression.
How do you ask your employer for feedback?
The best way to ask for feedback is to request it in writing immediately following a project milestone, meeting, or phone call. Simply ask the source to briefly document their thoughts so you can keep an accurate track of your performance.
