Five Tips on How to Set Yourself Up For Success for your Performance Review

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Work can provide us with a tremendous source of joy and fulfillment, but the annual performance review is one of the most predictable stressors at work.

Traditionally performance reviews have been a once-a-year occurrence and a time for managers and employees to reflect on the previous year. As you prepare for your annual performance review, here are five key things that will help you set yourself up for a productive and open discussion with your manager. 

1. Set the tone

Ensure you align yourself with a growth mindset ahead of your performance review. Performance reviews are uncomfortable, but if you go into the discussion with clear examples of where your performance shined and areas where you want to develop further, you'll be well on your way to set a positive tone for the session. Arguably this can be one of the most productive ways to approach most things in life! 

2. Prepare in advance to overcome your stage fright 

The anxiety of discussing your performance with an audience (your manager) may hinder your ability to remember what happened over an entire year. So, don't wait until the eleventh hour to painstakingly jog your memory to recall your now-forgotten achievements. Instead, be mindful and intentional about your daily, weekly, monthly and quarterly successes and lessons learned. To do this, create an achievements or KPI tracker to log your accomplishments, contributions, stretches, and lessons learned in every aspect of your job. Capture your successes and areas where you'd like more support or to develop so you are prepared to share during key discussions. 

3. Identify your weaknesses first 

It's easy to talk about strengths, but be ready to discuss areas for improvement. Weaknesses do not necessarily indicate something specifically flawed about you or your performance. You might need to improve in mastering parts of your job for reasons entirely unrelated to your talent or skill set. Realising that no one is the total package like no company is perfectly managed or fully resourced. What's important is that you are aware of your weaknesses before anyone else, and you should be able to determine and articulate the steps to set yourself best and the company up for success in the year ahead.

4. Growth opportunities and a pay increase  

Consider where you would want to grow with the organisation, and come with suggestions on how you think you can progress or opportunities that you may be aware of in the company and how they might align with your career goals. Be prepared to talk with your manager about where you see yourself fitting into the team and ask questions about the future evolution of the business. This will also help you begin to understand how you can progress professionally. 

When it comes to a pay increase, provide examples of additional responsibilities you would like to explore and be sure to focus on your accomplishments and achievements over the past year. Most of all, ensure you have researched and that your request is based on sound market rates. 

5. Seek feedback often 

Although the main event happens once a year, performance should be an ongoing discussion. Calibration to plans should be made with business needs and changes, and feedback should be delivered timely, constructively, and in alignment with your company values. Make feedback an ordinary practice rather than an exercise that only happens as part of your formal annual review. Regularly engage in discussions with your boss about your performance and goals. When discussing areas where you need to improve, it is essential to suggest possible solutions. This will also foster a culture of continuous improvement. 

Most importantly, you have to be prepared to be honest when discussing these things with your manager because, in the end, a productive review should result in your happiness. As an employee, you have the right to be happy at your job and express your feelings. The best managers want this open dialogue with their employees. This openness and happiness result in a better working environment and more engaged team members and leaders. 

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