Pass Your Performance Review With Flying Colours Using These Top Tips

Performance review season is probably every employee’s least favourite time of year. It does not matter whether you’re at the early stage where you need to set your goals or at the end of the process where you have to discuss your performance with your superior. Reviews often require a lot out of you on top of your already heavy workload.

Don’t worry. You are not alone. A global workplace survey by Randstad reports that one in four employees feels uncomfortable during performance reviews. However, reviews are necessary because they help you grow. Get through the dreaded performance review season by reading up on tips and preparing ahead of time.

According to Forbes, performance reviews are a valuable tool for employers to measure their employee’s achievements, helping them plan for the succeeding year. For employees, it offers an opportunity to document their hard work and open the discussion to future goals and options.

Performance reviews are also helpful in providing employees and managers with the opportunity to reflect on how to improve their working relationships. Local employees value good relationships with their superiors the most in jobs, according to the latest Decoding Global Talent survey. For employees, in particular, it’s always a good idea to take a step back and see what you can still do to become better.

What Is a Performance Review? Why Do You Need It?

While it can seem like a bit of a chore, a performance review is essential in helping managers and employees have an honest discussion about their work, its impact, and their area of growth. Managers can also provide feedback on how employees can improve their performance.

It may vary from company to company, but the performance review cycle usually consists of goal-setting and performance discussion.

• Goal-setting - You and your manager should discuss your goals for the period and how they align with the company’s own. Set SMART (specific, measurable, achievable, relevant and time-bound) goals for yourself, which will help you better gauge your performance at the end of the review period.
• Performance discussion - This is the final step in a performance review, a formal talk on how you performed throughout the period. You and your manager should take turns explaining your achievements, strengths and weaknesses. Hopefully, you end with a more concrete plan on where to go next.

When Is the Performance Review Held?

Employers can carry out performance reviews yearly, quarterly, or at the end of each month, typically with set targets in place for the next one so that they can gauge whether you have improved in particular areas.

SHRM found that many companies have been transitioning from the traditional annual performance assessment. Many employers have found it because the projects discussed have long ended, or worse, the superiors suffer a recency bias where they only remember the more current tasks that you have performed.

More frequent check-ins or conversations between you and your manager are found to be more effective, as you regularly get updates on the expectations set upon you. Employees are also more likely to remain engaged with their company versus those who receive less frequent check-ins.

Why Do You Dread Performance Reviews?

According to the Association for Talent Development, individuals have always had a complicated relationship with feedback. While we know that feedback is helpful for our growth as professionals, we might not be ready to hear it. As we try to show our best selves in the workplace, hearing others discuss our flaws may make us feel exposed, vulnerable and insecure. By preparing for your performance review, you can help manage the anxiety that comes with the discussion and come out of the conversation better for it.

Whatever comes out of a performance review, remember that this should be an unbiased evaluation of how you have performed at work. Any constructive criticism directed toward you is not a personal attack and is an opportunity for you to work on these areas of improvement.

That said, we recommend that you actively involve yourself in the conversation. It is about your performance, after all. It helps if you are equally invested in the outcome. The best performance reviews strengthen trust between manager and employee, enhance motivation, and help them align on future goals, which can be possible if you engage yourself in the review instead of simply going through the motions.

Thus, it’s best to head into your performance review prepared. Here are the best ways to approach an upcoming performance review and make the most out of it.

Dos and Don’ts to Help You Ace Your Performance Discussion

DO put yourself in the right mindset.

A lot is at stake during a performance review so it’s normal to feel nervous about it. However, it’s best to approach this situation calmly and professionally. Remember that reviews are vital for your professional development and help you become a better team player. It is also to help you further align with the organisation’s overarching goals and see the bigger picture.

You won’t have to worry about anything if you keep an open mind and maintain a positive attitude throughout the process.

DO conduct a self-assessment.

Before diving into the performance review, take time to conduct a period of self-appraisal. Give yourself an unbiased critique of your work and accomplishments for the past months or years. Take the time to truly reflect on your performance and goals before your review by asking yourself these questions:

• Did I meet my goals?
• What accomplishments am I most proud of?
• What were my struggles?
• Did I make any significant contributions to my team or company?

Asking these questions will give you an accurate representation of how you performed, and help you come up with evidence of your work which will come in handy when you meet your evaluator.

DO prepare supporting documentation and evidence.

After evaluating yourself, establish evidence and provide your narrative with a stronger case by having supporting documents. These should include highlights of your best work covered during the evaluation period. Bringing your portfolio can help your manager or evaluator see things from your perspective and view aspects of your performance that they may have missed.

If you made SMART goals at the start of the year, you can provide measurable accounts of how you achieved your plans. Showing up with numbers during your performance discussion can help build your case on how much your hard work paid off.

DO take notes during the review.

Many things get raised during a review, and it’s easy to forget a few points. Avoid that from happening by taking down notes. The things discussed during the evaluation will provide helpful insights into your progress, so you should have a record of it. Use whatever’s discussed during the evaluation as a guide for the next quarter or period. Doing so also shows your commitment to your role – a move that will leave a good impression on your evaluator.

DO be ready to share your long and short-term plans.

“Where do you see yourself in five/ten years” is not a question that is limited to the job interview. Your manager wants to see whether you’re still invested in the company and your role and might ask you what your plans are for the next year. It doesn’t need to be detailed, like the goals you set at the start of the review period – just show them that you’re invested and want to keep growing with the company.

Don’t be shy about sharing your career goals and objectives and inquiring about where it fits in with the company’s plans for the future. It might also be a good time to discuss that you’re keen on getting a pay raise for the year, especially if you’ve just built a case on how strong your performance was.

DON’T make excuses.

Part of the review process may include discussing problems and challenges you’ve encountered while working. Approach this by owning up to your shortcomings while offering solutions to remedy the issue.

Be upfront about what keeps you from doing your best work. However, avoid blaming others or bringing up past mistakes to excuse your behaviour. Be professional enough to accept your faults, and move past them by focusing on improving your ways.

DON’T be afraid to speak up.

There may be instances where your evaluator may say things that may seem unclear or vague. To avoid misunderstandings, speak up and ask for clarifications on those areas that are unclear. Know that your evaluator may be working on other employees’ reviews too, or they may be working under a tight deadline, so it’s easy to get the info all mixed up. Make sure you know what is expected of you, so ask questions to avoid confusion.

Note that performance reviews should be two-way conversations. Both you and your manager should equally contribute to the discussion and use this time to raise critical things you don’t usually get to talk about. It doesn’t have to be limited to your performance – if there are any issues in the workplace that you’re concerned about, changes in processes or structure, etc., feel free to raise them with your boss.

DO make sure you and your boss are on the same page.

End the review on a good note. Agree with your evaluator/manager about what the two of you hope to accomplish from this meeting. Leave no room for uncertainty by making and committing to a shared goal. You’ll find that you’ll have a much more pleasant working experience if you and your manager know and understand each other’s role in the process.

Performance reviews are difficult and nerve-wracking, but they’re also important and helpful for your career development. By preparing for your performance review, you’ll find that you can manage the nerves and come into the process ready and confident to present your best self to your manager.

Check out our Career Resources page or download JobStreet’s app available on the App Store and Google Play for more tips to help you in your career development. It also offers expert insights and advice on improving yourself and being a bigger contributor in your workplace.