Handling performance reviews

Ah, the performance review� Enough to make even the boldest of us quake a little in our boots� But it doesn’t have to be like this� After all, the purpose of performance reviews is simply to help us learn more about ourselves and to grow� Remember, most of the time our employers only want us to succeed – reviewing your work is a great way to learn how to do that!

Performance reviews are typically held once a year� You and your manager will review your work and what you have accomplished during this time� It’s also an opportunity to discuss remuneration such as salary and bonuses�

Here are some strategies to help you approach your performance review:

Know what you want: remember, this is your career – and no one else is going to be as interested in it as you� It’s critical therefore to enter a performance review knowing what you would like to get out of it� Do you want a promotion? An internal transfer? A move to a new location? Study or professional development opportunities? Be clear on your intention for the performance review� This will help you to prepare your thoughts – whether that’s questions to ask or arguments to put forward – and will help you to guide the conversation where you can� Be open to feedback: this is key! Performance reviews are an opportunity to really listen to what your manager and team think you could improve on� Maybe it’s learning to speak up in meetings, to pay more attention to detail or to learn how to look at the bigger picture in a more strategic way� Whatever it is, this feedback is extremely valuable and if taken on board can help you to grow in your role and beyond� Ask questions and get clarification: if you don’t understand feedback that is given to you, don’t be afraid to ask questions� It’s important you are clear on what you are being asked to do – and how to do it� The performance review is a time dedicated specifically to you and your development. So, be selfish, use the time and ask questions to get the answers you need� Agree on a path forward: during your performance review, it’s important you set the expectations for your performance in the future� Know what you’re being asked to do going forward and set in place some performance metrics with which you can measure your progress� This will provide an objective measure for future performance reviews� Know your worth: if you are planning to negotiate your salary or bonus, it’s important to know your numbers. Whether internal or external, find some benchmarks for comparison, such as figures from other organisations or industry averages� Be sure you can point to specific accomplishments and reasons why you deserve higher pay� Don’t lose your cool: if you believe you are being unfairly criticised, or you don’t support the feedback you are given, be careful in the way you respond� Taking a defensive or aggressive attitude may demonstrate that you aren’t open to feedback (and therefore growth and personal development), which may not be the best move� In this instance, it might be better to take a little time to reflect on the feedback provided� If necessary, you can prepare a counter argument and brainstorm examples that serve as evidence, before meeting with your manager for further discussion� During your performance review, it is acceptable to mention that you would like some time to reflect on the review, and ask if you can revisit the discussion again later�