BLOGS

When it's time for a performance review, the biggest mistake you can make is going into it blindly. If your performance has been stellar, preparation can help you parlay your accomplishments into a promotion or raise. If, on the other hand, you've had some performance challenges, this is your chance to discuss them and reset expectations.

To get the most out of your performance review, it should be a respectful and constructive two-way dialogue. However, without preparation, you're more likely to let your manager do all the talking. Plus, you're at a higher risk of having an emotional response to feedback. 

Preparing for your review allows you to take control of your half of the conversation. It also demonstrates that you've spent time thinking critically about your work and care about your job. This alone goes a long way toward creating a positive impression. 

If you're unsure about the review process at your company, find out the details in advance. Some organizations use performance tools or require pre-work, which can support or guide your preparation plan. 

Once you know the process, you're ready to get started. Read on to learn steps you can take to dazzle your manager in your next performance review. 

1. Reflect on your past performance

Because this seems obvious and simple, many people forget to do it. A lot goes on between review periods which makes it difficult to remember the projects you nailed or the challenges you faced. Block off some quiet time to think about the review period and, if you can, refer to notes, project management tools, or paper trails to help jog your memory.  

• Make a list of your work accomplishments. Be prepared to help your manager remember the important achievements you've had throughout the year. Instead of sharing a laundry list, try tying the accomplishments you're most proud of to the goals of your team, department, or company. Managers also love numbers, so if you can provide metrics, all the better. For example, "This year, I answered # calls and helped our team meet its customer satisfaction goal."
• What new skills have you obtained? This one can help you in a few ways. If your new skill is related to your current job, it shows that you want to improve or stretch your abilities. Better yet, you've learned a skill that gets you closer to the job you want next. This demonstrates that you're a go-getter. Even if your new skill doesn't directly relate to your current work, it still indicates that you're curious and willing to learn. Committing to continually skilling up is good for you personally and can also be meaningful in your review.   
• Take a look at your job description, the goals you set in your last review, and/or other written standards for your role. You need to be aware of all of the ways your performance might be measured. Your job description can offer basic insights. If you've set goals previously, they will almost certainly come up. Your company may also have some standards related to values, leadership, or other soft skills. If so, be familiar with them

2. Try to view your performance objectively

No one is perfect. Therefore, every performance review should include some constructive feedback. When it's offered with good intent and received openly, it can be the gateway to growth. Unfortunately, it's difficult for individuals to be objective about their own behavior and accept criticism, especially when they're not prepared. Before your review, do some self-reflection so that you can gracefully accept feedback when it's given. 

• Ask co-workers for feedback. If you know a few people you trust and respect at work, seek out their insights on your performance. They may be reluctant to offer anything but positive feedback, so you may need to draw them out. Instead of going directly to your "work buddies," think about people who can offer objective commentary. It's better to be made aware of your blind spots before your review rather than during it. 
• Do some soul-searching. It's important to toot your own horn regarding your achievements, but it's equally important to take responsibility for your mistakes. Instead of blaming others or becoming defensive, analyze your errors and be prepared to discuss what went wrong and ways to make future improvements. 
• Prepare your own review. Put yourself in your manager's shoes and prepare your own review. This exercise is meant to help you think more objectively about your behavior and organize your thoughts. 

3. Prepare for the future

Ideally, everyone in an organization is working toward common goals, yet contributing in different ways. Your individual goals should relate to those of your team, department, and company.   

• Set your own goals. Even if you expect your manager to set your official work goals, preparing your own list shows that you are engaged and will help the conversation flow. You may even make a suggestion that your manager hasn't yet considered.   
• Address roadblocks. Consider the challenges you may face in achieving your goals and be ready to ask for help. Whether you need tools, training, resources, buy-in from other departments, etc., speak to your manager and find out what's possible or adjust your goals accordingly.
• Ask for a raise or promotion. If you believe your work performance should be rewarded with a raise or a promotion, be prepared to ask for it. Provide salary data to support your request and be ready to make a case based on facts. If you meet with resistance, don't fret. Work with your manager to establish a concrete plan to begin working toward your career goals. 

A performance review doesn't have to be an anxiety-inducing experience. With the right preparation, it's an opportunity for you to showcase your accomplishments, demonstrate your dedication, clear the air of past issues, and set a course for future development.