Performance reviews inspire fear because they carry the threat of unknown factors you may not be prepared to face. Maybe your manager thinks you're a poor team player, or perhaps the boss wasn't impressed with the project you toiled over for weeks. Whether you're expecting positive or unfavorable feedback, make sure your responses are objective and purpose-driven, so you can focus on demonstrating your plans for self-improvement.
1. Do a Preliminary Self-Evaluation
Even on paper, being truthful about yourself can be hard, and face-to-face performance reviews have the added pressure of an audience. Take the safe route, and work out your emotions before the live review by writing a self-evaluation. If available, use your company's evaluation sheets to get in the managerial mindset. Compare your career goals for the year to your accomplishments, paying attention to areas where you repeatedly excel or fall short. More importantly, look at past evaluations for a clearer picture of how well you apply constructive criticism.
2. Ask Constructive Questions
Instead of seeing a performance review as a chance to get a "good" or "bad" score, treat it as an instruction manual of how to make the next phase of your career more successful. A review grants insight into your employer's perspectives, giving you the chance to clear up any misunderstandings or gain affirmation for your work and attitudes. Ask your reviewer what qualities or skills you need to develop to continue growing with the company, and discuss any personal changes you can make that could benefit workflow.
3. Give Honest Feedback
One-sided performance reviews are rarely beneficial, as they leave employees solely responsible for improvement. Prolonged dissatisfaction may prevent you from performing well or growing professionally, so share feedback about managerial or environmental issues that get in the way of you doing your job effectively. However, choose your words carefully, and focus on how a particular change could help you work more efficiently. Avoid petty complaints or accusatory language that may push your reviewer into a defensive mode.
4. Make Your Achievements Memorable
The downside of end-of-year performance reviews is that employers often downplay accomplishments from earlier in the year, which reflects poorly upon you if any negative incidents occurred in recent weeks. Give your reviewer a comprehensive picture of your contributions for the whole year by preparing a personal list with evidence to back up each claim. Practice delivering concise, purposeful answers, so you can reassure your employer that your strengths and accomplishments outweigh any flaws. If your performance review is already positive, stating your case with confidence may increase your opportunities for promotion or advancement mentoring.
5. Be Proactive
If you're genuinely passionate about your career goals, take the initiative and ask for a performance review a few weeks or months before the formal end-of-year process. This type of preparation helps you avoid unpleasant surprises and lets you apply corrective action before employers discuss hiring, firing or promoting workers in the new year.
Performance reviews can be awkward for all parties, so your employer will appreciate your efforts to keep the conversation positive. Whether you agree with comments or not, never behave dismissively. Acknowledge your employer's concerns, but stay on the lookout for opportunities to highlight your progress and neutralize negativity.
Photo courtesy of watiporn at FreeDigitalPhotos.net
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