How to Prepare for Your Performance Review

I'm talking about your company's annual performance review.

The performance review is one of the most important tools of communication an employer has at its disposal. This annual, bi-annual, or even quarterly review of an employee allows employer and employee to speak directly.

However, despite what you may think, an annual review is not just about the employee’s performance. It is about everybody’s performance.

Let’s reframe how we think about reviews—and how to make sure you get what you want out of your next one.

Table of Contents

What Is a Performance Review?

The performance review is a formal process for an employer to evaluate an employee's performance and contribution in their role usually over the past 12 months. Employers can offer feedback and set future goals.

Some other names for annual performance reviews are performance appraisals or performance evaluations. These formal reviews are often conducted through a formal process with specific software. They collect various data and feedback through peer reviews, surveys, and other objective performance metrics.

Performance reviews are also an opportunity for employee engagement because employees have dedicated time to communicate wins, losses, struggles, ideas, wants, needs, and hopes for their future at the company. 

The best part? All of these things are communicated directly to your management, often face-to-face. So what do you want over the next year?

We'll walk you through the ins and outs of performance reviews and a few common scenarios to get what you need out of your next annual review. The number one rule of a performance review? Come prepared. Yes, that means lots of prep work!

What Type of Employee Data Is Collected?

Performance reviews really vary from company to company. Smaller companies will often be more informal and larger companies will often use specific software and maybe even a dedicated team to guide the process. Regardless of how your company does it, what type of data might they collect to review your performance? Here are just a few types you might see!

Quantitative Workload

Quantitative work refers to your work that can be measured in standardized units. An example might be your sales quota or the number of onboarded clients. Consider any work you do that has measurable results that you can point to.

Work Quality

There's a difference between completing a task just to check a box and doing it well. What's the quality of your work? Do your clients and management often compliment you? Are you repeatedly asked to step into certain projects? Or maybe your quality is lacking and you can tell this by the feedback you've gotten or because you've had customers not become repeat customers.

Peer Feedback

Peer feedback refers to what your colleagues and team members think about your work—and that includes your interpersonal skills at work. Are you easy to work with? Are you a good communicator? Is a collaboration between your team and management seamless or filled with inefficient processes? Do you participate in teamwork activities or is your attendance often missing?

Since this is one of the most subjective (and personal) forms of feedback, employers need to be careful to set up this time of feedback so it's productive and does not create a toxic work environment.

Time Management

Employers might try to collect data on your time management including your work hours, how long you spend on specific tasks, and which projects take the most resources. 

How Should Employees Prepare For Performance Reviews?

Here's a quick checklist to help you prepare for effective performance reviews!

Collect Your Accomplishments

A common mistake we employees make is we forget that this is a great opportunity for our own self-evaluation. Employee reviews are a good opportunity for you to look back and remember your successful projects, the deadlines you met without sacrificing creativity, the positive customer feedback you received, and what you want in the coming year.

Look back on the last year and write out the specific things you have accomplished and how they are related to the company goals. Quantitative accomplishments are great, but don't forget about new skills you have acquired, expertise, and relationships you've built, along with any ideas and projects you've pitched.

Before your performance review conversation, consider making a few lists:

Review Your Previous Goals

What goals did you set last year, and how do you measure against them? If you met your goals, list off what you learned and even how you accomplished them. If you didn't meet a goal, why not? It's very helpful to come prepared with concrete examples you can point to.

Prepare Some New Goals

While your supervisor might have some goals they want to share with you during your meeting, they might also turn the conversation on you and ask what you want to focus on and hear your action plan.

It's a great idea to consider these things ahead of time. What are your priorities for the next 3-6-9-12 months? Set some SMART goals up front and then ask your manager to give feedback on if those goals are in alignment with their own. Here are some examples of questions to help you set your future goals and provide you with some good career growth

Learn How to Communicate Your Results

Don't just talk about your effort. The sad reality is your effort is what managers and leaders really care about. They care about results. Put the focus on results by sharing about the impact your effort is having. Talk about how your work solved an actual problem. Follow this formula:

Your results = Your effort PLUS Impact.

Tell The Story of Your Results

It's true your boss likes data and the facts about your work. But the facts don't sell your boss on your impact—stories do. Data in, story out. 

Imagine you're discussing a successful project during your performance review:

? Don't just say: "I led a successful project that exceeded our targets."

? Tell a Compelling Story: "We faced a critical challenge, tight deadlines, and skeptical stakeholders. In the eleventh hour, our team rallied. We had late-night strategy sessions, tackled unforeseen roadblocks, and, against all odds, not only met but exceeded our targets by 15%. Exceeding our targets brought in additional revenue of $500,000."

By weaving a narrative around your achievements, you're not just providing information on the impact you made but creating a memorable story that resonates with your audience.

This approach allows your boss to understand the success quantitatively and emotionally connect with the journey and effort behind it

Prepare For Feedback

Most people are great at accepting positive feedback but what happens when you're given critical feedback? How can you prepare for tough news? Here's a great podcast episode for starters and it's a good idea to write down any feedback you get and then circle back on responding to it. That gives your emotions time to settle while you objectively look at the feedback and respond.

Here are some other ways to respond to critical feedback:

Come With Questions

This is the perfect time to ask those lingering questions you have about your career! Hopefully, your employer has created a safe environment to ask questions and engage in a dialogue. Let's review some good questions to consider!

25+ Performance Review Questions To Ask Your Manager

We'll keep it simple and share some of the best performance review questions we've come across to help you prep. And, remember that preparing questions ahead of time can help ensure everything that needs to be asked is asked.

Performance Review Questions to Determine Your Strengths 

Ideally, your supervisor recognizes your accomplishments and provides positive feedback organically. However, if that's not the case, or if you're seeking specific insights, it's perfectly acceptable to initiate the conversation. Seeking feedback not only contributes to your growth in your current position but can also be invaluable when showcasing your skills and achievements in future job searches.

Consider posing these questions to glean valuable insights:

Asking these questions not only demonstrates your commitment to personal and professional growth but also provides valuable insights for your ongoing development and future career endeavors.

Performance Review Questions on Exploring Paths for Professional Growth

While basking in the glory of a stellar performance review is undoubtedly uplifting, the truth is, even top performers have areas of improvement they need to focus on. Whether it's delving into more client-facing work, learning new skills, or mentoring more junior employees, there's always room for professional development.

Unveiling your "growth areas" can be a challenging task for managers—especially if they aren't skilled at giving valuable feedback and shy away from any type of constructive criticism. Constructive feedback is not always easy to deliver, especially if you've excelled in your role, and getting managers to take the time to give specific feedback is also challenging.

Consider asking the following questions to gain insights into your growth areas:

By asking these questions, you not only show your commitment to continuous improvement but also gather valuable insights to guide your professional journey.

Performance Review Questions to Ask About Advancement

While a performance review might not automatically translate into an immediate raise or promotion, it does serve as a strategic moment to chart your course toward these career milestones. Utilize this opportunity to express your dedication to personal and professional development and, once your goals and performance are on the table, inquire about the timeline for reaching that next level.

By incorporating these questions into your performance review dialogue, you not only signal your commitment to growth but also gain valuable insights that can guide your efforts toward securing that well-deserved raise or promotion.

Performance Review Questions About Future Performance Discussions

While an annual performance review is a valuable checkpoint for gauging your progress, it may not suffice in tracking your growth effectively. Ideally, you should aim for more frequent discussions with your boss, perhaps on a quarterly basis or even more regularly. Your next performance review offers a chance to delve into your performance, align it with your established goals, and ensure you're on the right trajectory.

If your next scheduled review is more than six months away, consider initiating an informal check-in sooner. This proactive approach allows you to stay attuned to your boss's perceptions of your performance and provides ample time for self-improvement before the next formal evaluation.

Moreover, these informal dialogues can serve as excellent opportunities to explore new projects or responsibilities mid-year, bolstering your achievements for the upcoming review.

By proactively seeking these discussions, you not only stay informed about your performance but also create opportunities for growth and recognition throughout the year.

What Not To Say (Or Do) In Your Performance Review

Performance reviews often take a lot of time, energy, and resources for your company to put together so it's important to take the process seriously and show your appreciation. Here are a few things to avoid:

How to Talk About Your Accomplishments in a Performance Review

One annoying thing about performance reviews is there is no standard language for giving feedback. Not knowing what to say or write can only make the process more challenging.

To help you say what you mean—and meet your deadline—we're sharing the most useful performance review phrases you can use during your next round of employee reviews. Managers can use these suggestions for communicating with their direct reports and employees can get inspired by these phrases when writing their own self-evaluations.

Examples of Achievement

Creating a positive work environment starts with celebrating the wins of your team. And having a manager who acknowledges the achievements of you and your co-workers is great for morale. Here are some achievement phrases to try:

Examples Of Communication Skills

The ability to clearly communicate, whether that's your written skills or oral skills, is a must for great managers. One thing we forget a lot is the importance of listening skills. Here are some communication phrases to try next time you're asked for feedback:

Examples of Delegating

A good employee knows they can't do it alone. Successful delegation is essential for a team to thrive. Here are some delegation phrases to try:

Examples of Improvement

We all want to improve and set our KPIs. To do so, effective feedback must be given to ensure improvement doesn't get stalled. Here are some improvement phrases to try:

Performance Review Examples: How To Prepare For Specific Performance Review Outcomes

Now the fun part of all this advice—preparing for the specific outcome you want! Knowing what you before you get into your review conversation with your boss is incredibly helpful in how you prepare. The more information you have, the better you can advocate for that outcome. 

How Do I Get a Raise In My Performance Review?

Let’s be real here. Most employees are going into a performance review hoping to see some zeros added to their annual salary. Before asking for a raise in a performance review, ask yourself if it's the right time.

When asking for a raise, you can’t really just ask. Instead, make a case for why you absolutely deserve a raise.

Create a script to ask for your raise (we made one for you.) Communicate to your manager all of your successes over the past year. Make sure your boss knows exactly what you bring to the team, the new skills you have acquired, what praise you have received over the past year, and your detailed plans for future success.

Don't go in asking for an arbitrary raise. Don’t complain about your bills, your rent, or your (very real) student loans. These are reasons you may need a raise, but they are not the same reasons as to why you deserve a raise.

How Do I Get a Promotion In My Performance Review?

Maybe you're not necessarily looking for a raise, per se, but a promotion via title change. While the two typically go hand in hand, asking for a title change has nuanced differences. So, when you want that Specialist title changed to a Manager role, be prepared to explain why.

A great way to start some research for this discussion is by looking at job descriptions. If you have a coordinator title, but you feel like your role is that of a manager, communicate that. Show your duties alongside a standard job description for the title you want.

Are you already doing all the work of a manager or a director without the title? If so, present the evidence to your boss. If your desired title requires more work or development of a certain skill set, present plans to strengthen and hone these skills.

By showing your manager a side-by-side job title comparison, you are presenting a pretty great case for your title promotion.

You don't have to avoid asking for more money because you’re nervous about it. If you're asking for a promotion because you are already outperforming in your current position, you must also ask for a raise. No questions asked. Do it.

How Do I Switch My Role In My Performance Review?

Maybe you're happy with your salary and happy at your current company. The culture is great, the commute is short, and the upper management is awesome. That’s great news.

Maybe you're looking to transition roles—and not necessarily in an upward motion. Let’s say you are in an administrative position, but you have recently started taking on the responsibilities of a social media manager. Maybe you want to transition into the marketing department full time. A performance review is a perfect time to have discussions like this.

Again, lay out your achievements over the past year, specifically highlighting your “newer” skill set. Provide a plan for a transition period in which you could train a replacement and slowly hand off your administrative duties.

When planning a department transition, the stronger case and more work you present, the more likely it is that you will get interdepartmental approval. Hiring new employees is a costly pain for any business.

By making both your transition and the onboarding of a new employee seamless, you're more likely to have your role request approved.

How Do I Get More Support In My Department?

If you're overworked and understaffed, I hope you have communicated this to management before your performance review.

If you have reported this unsatisfactory work environment with no response, well, that is frustrating. If you haven’t brought your intense workload to management yet, what are you waiting for?

Either way, when asking for more departmental resources, it's important to come prepared to present the why. As we outlined earlier, it would be advantageous to come prepared to ask management to either create or fill a dedicated role that your team is struggling to maintain.

If you work on a large number of long-term projects with no real owner, maybe your team needs a project manager. If your team is struggling to produce quality product-based content, maybe it's time to hire a content writer.

Determine the areas in which you are departing your real role entirely. Are these extra responsibilities taking away from the core function of your role? If the answer is yes, present the ways in which your primary focus is being compromised.

How Do I Report Unsatisfactory Management?

Ugh, the worst. This can potentially be one of the more awkward elements to attack in a performance review. Assuming you are speaking with or in the presence of management, these can be sensitive subjects.

Depending on your complaints, you will want to manage them differently. When it’s mismanagement or micro-management, your review might be a good time to offer constructive criticisms. Constructively offer your frustrations.

If your boss tends to micromanage, offer instead a weekly meeting where you can update her on the progress of certain projects. If your manager is never in the office, a weekly meeting could also be a good way for her to check in and be aware of the happenings in the office.

Whatever your complaint may be, make sure it is as constructive as possible and offer solutions where you can. Problem-solving is a highly-valued soft skill, and this is a great arena in which to showcase it.

When it’s something more serious like harassment or potentially illegal behaviors, you will want to approach human resources or corporate, if available. If you are in a smaller workplace or a company without an HR department or head of human resources, consider reporting harassment or misconduct to the EEOC.

In Conclusion

I'd be remiss if I ended this article here.

It can be difficult to ask for what you deserve at work. As women, we tend to downplay our amazing achievements and keep trudging on while men ask for what they want (seemingly) at every turn. 

We'll leave you with this tip.

Always be aware of what you contribute to your workplace. An annual employee performance review is a good time to talk about achievements, changes, and kinks in the workplace. However, you should always feel empowered to ask for what you have earned, no matter what time of year it may be.

Go out and get it!