‘This is the season to be jolly and of performance reviews!

The anticipation of getting a well-deserved pat, making plans for the coming year, and getting “constructive” feedback on how to be even better…

As with everything careers, you can leave it to your manager or take full charge of your career and be in the driver’s seat of your performance review…

So, here are my top 3 tips for having a good performance review:

1. Preparation and Research

Before the review, invest time in self-reflection. Gather concrete examples of your accomplishments and challenges throughout the evaluation period.

Having a well-documented record of your achievements will not only showcase your dedication but also provide a solid foundation for constructive discussions. Otherwise, you may realize your ambitions may be easily brushed off by polished corporate speak 

If you have the time, reach out to your critical stakeholders to gather feedback on how you have contributed. The key is to align these contributions to your KPIs and organizational objectives.

You may be a superstar in coming up with ideas for new products. But it means nothing if the organization’s focus is to consolidate its products and increase market share.

2. Bringing up Promotion and Salary Increase

Disclaimer: If you are bringing up Promotion and Salary increase only now, you have missed the boat for getting it in this review. You can watch this video on when you start preparing for it.

Now, this conversation is going to lead to promotion and salary increase in the coming months. So, you still need to prepare for it.

Here is a simple mantra of corporate success –

You rarely get what you deserve, You mostly get what you ask for!

Present a strong business case for your promotion highlighting your achievements and how you have helped the company to grow.

And then ask for your manager’s help in helping you with career advancement. Ask for “Specifics” around how you can make the promotion/ salary increase happen.

3. Addressing Development Areas

Don’t be defensive. You are not perfect – in fact, that imperfection is your superpower.

The mindset to adopt here is “Curiosity”

I get that some “Development Areas” may come as a major surprise. Or worse, you may have the urge of laughing at the disconnect from reality.

Here is the golden tip –

“Ask for Specific examples”

And if you hear “Oh, I don’t remember”:

1. Get even more curious.
2. Ask – “I am actually interested in what led to that impression”
3. Follow up with concrete examples of showing the skill being asked to develop to counter.

The above is when your manager is just saying things to fill the section.

But if there are genuine development areas –

“Feedback is one of the best gifts a good manager gives his/ her team”

If you have been aware of the area, share what you are doing to overcome this.

If not, wholeheartedly thank this person who took the time to highlight an area to make you a superstar.

Enlist their help – “Would you have any recommendation on how I could learn this skill/ overcome this development?”

Hopefully, these tips will help to make your performance review a big success! All the best!

• Whenever you are ready, you can read up on the 3 ways I can help you land an amazing job here
• If this Newsletter appeals to you, please forward it to people in your network who may benefit from it
• To get in-depth tips and strategies for career development and job search, subscribe to my YouTube Channel