Productivity and performance

The ultimate guide to acing your performance review and boosting your career

Naren Sankar — Thu, 11 Jul 2024 11:17:02 +0000

The ultimate guide to acing your performance review and boosting your career Naren Sankar

While performance review season can be stressful, it can bring opportunities for growth and career progression. When you enter your performance review session well-prepared with your professional highlights and achievements, it can open doors to new opportunities and move your career forward.

If you are a people manager, your role and work performance extend beyond your own performance evaluation. Prioritise setting your direct reports up for success when conducting their performance reviews. That contributes to your work performance too.

Whether you are an individual contributor or a supervisor, here are some helpful tips to effectively prepare for your bi-annual and annual reviews and the steps to take after your performance review to ensure future success. in your career.

Related: Building your personal brand

Before your performance review: Get ready to shine!

1. Reflect on your achievements and challenges

Gather evidence of your successes, such as specific projects, numbers, or client feedback. Consider areas where you faced difficulties and what you learned from those experiences. This will give you a clear understanding of your contributions and areas where you can grow.

By looking at past performance review examples, you can highlight how you have addressed feedback and improved. This approach ensures your employee performance review showcases your achievements and progress accurately.

Here is an example of how to do this:

Past employee feedback: "John should focus on improving his conflict resolution skills. While his leadership is strong, addressing team conflicts more proactively would enhance overall team dynamics."

Preparation for this year’s review: "Over the past year, I have focused on improving my conflict resolution skills, as suggested in my last performance review. I completed a conflict resolution training program and implemented proactive strategies within my team. As a result, I successfully mediated several team conflicts, leading to a more cohesive and collaborative team dynamic. This effort has not only strengthened my leadership but also contributed to a more positive work environment."

2. Align your review with company goals

You can enhance your impact and relevance during this formal assessment by clearly connecting your individual efforts to broader company objectives, positioning you as a key player in organisational success. To ensure you’re well-prepared, take the time to familiarise yourself with the company mission and vision, and the criteria and metrics your company uses for evaluations.

3. Prepare questions and topics for discussion

Think about what you want to get out of the review. Prepare questions about your performance, opportunities for growth, and areas where you can improve. This shows that you are proactive and invested in your professional development.

Sample questions for the discussion:

Can you provide specific examples of where I excelled in my role over the past year?
Are there any areas where you feel I could have performed better, and how can I improve?
Are there any new projects or responsibilities I can take on to further develop my skills and contribute to the team?
Are there any resources or support available to help me overcome challenges and improve my performance?
Are there any specific skills or experiences I should focus on developing to advance in my career?

4. Seek peer feedback

Seeking feedback from colleagues provides diverse perspectives on your strengths and areas for improvement.

This proactive approach enhances your self-awareness and prepares you for constructive feedback during formal reviews with your manager. Pick two to three colleagues you would like to get feedback from.

These should ideally be people you can trust and that you collaborate regularly with. You could send them an email or text them on a work chat (e.g. Microsoft Teams), and depending on your relationship with your colleague, adjust your tone in your text or email accordingly:

A casual Teams message example

“Hey [Colleague’s Name], got a minute? I’m trying to up my game at work and could really use your input. Since we’ve been working together on [project/team], I was hoping you could share your thoughts on how I’m doing.

No need for a formal sit-down – maybe we could grab coffee sometime this week? I’m particularly interested in:

What you think I’m nailing
Where you reckon I could improve
Any specific situations that come to mind

Your honest take would mean a lot. Let me know if you’re up for it and when works for you. Thanks!”

A more formal email example

“Dear [Colleague’s Name],

I hope this message finds you well. As part of my ongoing professional development, I’m seeking feedback from trusted colleagues. Given our collaborative work on [specific project or timeframe], I would greatly appreciate your insights.

Could you spare 15 minutes next week to discuss:

Areas where you believe I excel

Skills or competencies where you see room for improvement

Any specific examples that support your observations

Your candid feedback will be invaluable in helping me grow professionally. Please let me know if you’re available and which day/time works best for you.

Thank you for considering this request.

Best regards,

[Your Name]”

How to conduct yourself during performance reviews

While preparing for your performance review is not just a task, it's an opportunity to take control of your professional growth. How you conduct yourself during the actual evaluation can significantly impact its outcome and your career trajectory.

You need to approach your reviews with the right mindset, engage productively with your manager, and set the stage for future success.

Whether you're a seasoned professional or facing your first formal evaluation, these guidelines will help you navigate your performance review with confidence and professionalism. Remember, this is a process designed to help you grow and succeed.

Dos:

Do prepare thoroughly. Gather evidence of your achievements and contributions.
Do be open to feedback. Listen actively and show a willingness to improve.
Do bring your own assessment of your performance, including areas where you think you can improve.
Do ask questions for clarity if you need help understanding any feedback or expectations.
Do discuss your career goals and aspirations with your manager.
Do take notes during the review for future reference - use a notebook and not your mobile phone.
Do follow up on action items or development plans discussed in the review.

Don'ts:

Don't be defensive. Avoid making excuses or immediately rejecting criticism.
Don't compare yourself to coworkers or discuss their performance.
Don't focus solely on negatives. Ensure you also highlight your successes.
Don't be passive. Engage actively in the conversation about your performance and future.
Don't surprise your manager with significant issues or concerns that you haven't previously discussed.
Don't argue about the feedback. If you disagree, ask for specific examples and discuss calmly.
Don't forget to discuss support or resources you might need to achieve your goals.
Don't leave without clearly understanding your goals and expectations moving forward.
Don't neglect to thank your manager for their time and feedback.

A performance review is an opportunity for growth and alignment. Approach it with a positive, proactive attitude for the best results.

After your performance review: Turning feedback into action

It is time to act on the feedback and plan for the year ahead. Here are some tips on making the most of your performance review feedback and setting yourself up for success.

1. Embrace the feedback

Positive review

Take the time to celebrate your achievements, but don’t stop there. Dive into what contributed to your success, identify the actions that propelled you forward, and make concrete plans to continue these practices. Challenge yourself to exceed expectations in the coming year.

Performance gaps

Hearing constructive criticism about your performance or behaviour can be challenging. That said, good things can come from a less-than-ideal review. Accept the feedback objectively and review how your actions contributed to your performance.

If you were aiming for a raise or promotion but did not get it, plan what you can do between now and the next review period. Have a chat with your manager, ask for some clear direction on how you can move closer to your goals and devise a performance management plan together.

2. Ask questions for clarity

Don’t be afraid to ask your manager to ask for more details. Good managers will be willing to have further discussions as part of the performance review process.

Conversation starters:

I received feedback on [specific aspect of performance]. Could you provide more context or examples to help me better understand this feedback?
I’m unclear what you meant by [specific comment or criticism]. Could you elaborate on that?
Can you give me specific examples of where I demonstrated [particular behaviour or skill] and where I may need improvement?

If you are met with resistance, consider discussing your concerns with the HR team to ensure you have the necessary guidance and support.

3. Seek continuous feedback

If you were surprised by anything in the performance review, consider asking for feedback more often throughout the year. Good moments to ask for this feedback include at the launch of a project, after a campaign or series of activities, mid-year, or after major setbacks or negative input from stakeholders.

4. Identify development areas

Rarely will any employee at any level get a 5-star review across the board. Even if you have shined from day one, there will always be something to improve. Pursuing professional development through training courses or workshops can enhance your skills and keep you competitive in your field.

5. Document your achievements

Keep a running list of your accomplishments throughout the year as they happen to ensure you have detailed records.

This can include specific results, project completions, or positive feedback from clients or colleagues. Quantify your achievements wherever possible, such as by including metrics or measurable outcomes.

Note any challenges you overcome and the strategies you implement to tackle them. This will demonstrate your problem-solving skills and resilience in navigating obstacles.

6. Set new goals

Draft preliminary goals for the upcoming year based on your reflections and feedback. These should align with your career aspirations and the company’s objectives.

Use the SMART criteria to set goals that are:

Specific: Clarify your core responsibilities with your manager to ensure you fully understand your role.
Measurable: Identify key metrics to measure your goals as a quantifiable approach ensures you can track your progress and adjust as needed.
Attainable: Set realistic, achievable goals within your capabilities and resources so you can remain motivated to reach them.
Relevant: Align your goals with broader company objectives to ensure your manager recognises your efforts.
Time-bound: Establish a clear deadline for your goals and prioritise tasks to create a sense of urgency.

7. Foster open communication with your manager

Building rapport with your manager is essential for your professional development. Schedule regular check-ins to discuss your progress, address any concerns, support you may need and receive ongoing feedback. These meetings provide valuable opportunities to ensure you’re on track for success.

Seek out opportunities for professional growth

1. Explore mentorship opportunities

Securing meaningful mentorship requires a strategic approach. Start by identifying potential mentors within your network, including supervisors, senior colleagues, or industry professionals. Instead of seeking formal mentorship immediately, build relationships through genuine interactions and shared interests.

Offer value in return, such as assisting with projects or sharing relevant insights. Begin with short, focused conversations about specific challenges or goals. As trust builds, gradually increase the depth and frequency of these interactions.

Remember, effective mentorship often evolves organically from mutual respect and shared growth. Be patient, persistent, and open to learning from various sources, as valuable guidance can come from unexpected places.

2. Expand your professional network

Join industry groups or company networks to expand your knowledge and opportunities. Engaging in these communities helps you stay updated on industry trends, learn from peers, and discover new career paths. This broader perspective can inform your goals and achievements for future performance reviews.

3. Recognise when it's time for change

As you reflect on your performance and career goals, you may realise you've outgrown your current role and feel it is time to explore new challenges. This could be due to a lack of advancement opportunities, feeling underutilised, or wanting to explore a different career path. Use your performance review as a springboard to discuss potential new challenges or roles within your organisation.

4. Leverage performance reviews for career advancement

Remember, performance reviews are more than just yearly evaluations; they are opportunities for reflection, growth, and future planning. By preparing thoroughly, engaging actively in the process, and following up effectively, you can turn your performance review into a powerful tool for career advancement.

Performance reviews are more than just a yearly evaluation; they are an opportunity for reflection, growth, and future planning. By preparing thoroughly and following up effectively, you can turn your performance review into a powerful tool for career advancement.

Make your performance reviews work harder for you

Let’s face it – the performance review process can be nerve-wracking. But here’s the thing: they’re golden tickets to supercharging your career. Think about it. Where else do you get dedicated time to spotlight your wins, hash out your goals, and chart your professional course?

By approaching these reviews strategically – from thorough preparation and self-reflection to active engagement and follow-through – you can transform them from mere evaluations into powerful catalysts for your career.

Remember, the impact of a performance review extends far beyond the meeting itself. It’s about continuously improving your skills, aligning your goals with company objectives, and proactively seeking opportunities for growth.

Whether you’re celebrating successes or addressing areas for improvement and career development, each review is a stepping stone towards your long-term career aspirations and job satisfaction.

Use the tips we’ve shared, and you’ll be turning those performance reviews into your personal career launchpad.

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Michael Page

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5 ways to use negative feedback to your advantage

Naren Sankar — Wed, 11 Oct 2023 13:11:43 +0000

5 ways to use negative feedback to your advantage Naren Sankar

We’ve all been there – having to grapple with criticism, no matter what rung of the professional ladder we’re on. Hearing that your work may not be up to par is universally jarring. However, after a few decades in business, I’ve learned that this feedback is not to be dreaded, but rather, it is a powerful tool for personal and professional growth. It’s all about how we interpret and react that makes the difference. So, let’s unpack how we can transform the way we handle challenging feedback and turn it into a powerful tool for personal and professional development.

1. Learn to View Feedback as a Growth Opportunity

It’s easy to feel hurt when you hear something negative about your work. But I try to look at it differently. That critique is just a spotlight on areas where I can do better. It’s like someone giving you a roadmap to become the best version of yourself. They’re showing you where you can grow and excel, and it’s an amazing opportunity for personal and professional growth.

2. Avoid Defensive Reactions

We tend to get defensive when we hear something negative about ourselves. It is human nature. I’ve been there. But it’s also the quickest way to block your growth.

3. Get Clarification and Follow-up

Make sure you really understand the feedback. If anything’s unclear, don’t be shy to ask for clarification. The first step in making the most of feedback is truly listening to what it says.

4. Engage in Self-Reflection

I often find that the advice pushes me into some self-reflection. It makes you think about what you did right and what you did wrong. It’s a spark that gets you exploring and reflecting on how you can be better.

One crucial thing, though, is to be constructive with yourself. So don’t dwell too much on the negatives; look at what the feedback teaches you and how you can improve.

5. Make a Motivating Plan and Stick With It

Once you’ve taken the feedback on board, the key point is to then switch quickly towards making a clear plan. I will often push the feedback to the back of my mind and put all my focus forward. This plan should be positive yet simple, with strengths as well as development areas and some clear actions you can easily execute on a daily or monthly basis. Then, of course, you need to be disciplined with yourself to genuinely stick with the plan.

It’s not easy to go through this process, but extremely rewarding when you see the results.

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Andy Bentote

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7 crucial skills to adapt to the new future of work

Simone Wu — Tue, 10 Jan 2023 06:39:36 +0000

7 crucial skills to adapt to the new future of work Simone Wu

Adaptability and responsiveness are some of the most significant assets that professionals can possess, especially in the current work environment where change is coming quickly, and in many cases, unexpectedly.

As such, I have seen several skills emerge as crucial to professional success, and these are the skills companies look for in their next hires.

Related: The future of work in Asia

Here are seven skills that professionals should cultivate and focus on to remain at the top of the talent pool.

1. Digital literacy

Digital literacy is important, both in terms of basic technology: communication programs, collaboration tools like Asana, and software such as Microsoft Office, and in terms of specialised, job-specific technology and software.

Companies are rapidly adopting technology that helps automate various tasks, leaving professionals with the task of managing this technology and focusing on the parts of the job that require a human touch. This means that digital literacy has gone from a “nice to have” to an essential part of your ability to do any job.

2. Customer relationship management

If they haven’t already, companies realise it’s no longer optional to place the customer and what they want at the centre of their business strategy.

As a result, the skills that come along with customer management, such as relationship management, customer engagement, and customer experience, will help you show the way forward into a new way of thinking in which the customer is the pivot point for business decisions at all levels.

3. Influencing

Even if you don’t work in sales directly, you need to know how to sell: your ideas, work and accomplishments to the broader team. Being influential in the workplace is a crucial factor in career success.

Developing your influencing skills like negotiation techniques, communication skills, and leadership characteristics will help bring stakeholders to your side when creating a solution, or presenting your work.

Being influential in the workplace can aid your professional success by helping you be an outstanding leader and accomplish business goals.

4. Data-based decision making

Companies are increasingly making decisions and creating strategies based on data. As an individual, it’s not necessary to become a data scientist overnight. Data analytics tools are becoming more advanced and accessible, allowing virtually any professional to leverage data to make decisions.

Make an effort to learn the basics of data analytics as they pertain to your particular job scope, and learn to interpret and present data in a compelling way. Your actions and decisions are much stronger when backed by well-presented data.

5. Innovative thinking

Innovative thinking is the cornerstone for change, advancement, and new ways of approaching old challenges. The word innovation has become overused, especially in relation to technology, but the concept itself is as vital as ever.

Innovative thinking is about stopping old practices, being able to approach a problem from a new angle and having the ability to think of solutions that haven’t been tried before.

Related: How to succeed at a new job

6. A growth mindset

Curiosity, an appetite for learning, and the ability to adapt to new situations are all encompassed in a growth mindset. The growth mindset is based on the idea that even if you don’t have the necessary skills, experience, or knowledge, you can learn and grow into the professional you want to be.

This growth mindset ensures that you will never be “stuck” where you are – and possessing a strong mentality that you want to keep learning and growing is essential as the workplace evolves.

7. Relationship management

Managing relationships with agility allow for collaboration, teamwork, and ultimately, the ability to influence different cultures, departments, and demographics within any organisation.

The human aspects of relationship management will ensure that this skill remains essential through any digital transformation – and can be the difference between success and failure in any role.

The importance of upskilling

Upskilling is ultimately about constantly looking for ways to improve your skills through formal education, internal training courses, external training courses, or informal training, such as taking free online courses, and working one-on-one with a manager or a mentor to help you improve.

Increasingly, companies are hiring as much for potential as they are for hard skills and experience. As the workplace changes, employers begin to expect more from their employees, in particular, being open to change, and being able to take on new challenges with ease. Focus on upskilling to keep up with that expectation.

This creates an excellent opportunity for you to be hired not just for the professional that you are now, but the professional you know you can become given the right amount of training, experience, and overall growth opportunities.

Ready for a new role? Browse current job opportunities or submit your CV with us.

Anthony Thompson

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Productivity and performance

The ultimate guide to acing your performance review and boosting your career

Before your performance review: Get ready to shine!

1. Reflect on your achievements and challenges

2. Align your review with company goals

3. Prepare questions and topics for discussion

4. Seek peer feedback

A casual Teams message example

A more formal email example

How to conduct yourself during performance reviews

Dos:

Don'ts:

After your performance review: Turning feedback into action

1. Embrace the feedback

Positive review

Performance gaps

2. Ask questions for clarity

3. Seek continuous feedback

4. Identify development areas

5. Document your achievements

6. Set new goals

7. Foster open communication with your manager

Seek out opportunities for professional growth

1. Explore mentorship opportunities

2. Expand your professional network

3. Recognise when it's time for change

4. Leverage performance reviews for career advancement

Make your performance reviews work harder for you

Join over 60,000 readers!

Topics

Popular articles

5 ways to use negative feedback to your advantage

1. Learn to View Feedback as a Growth Opportunity

2. Avoid Defensive Reactions

3. Get Clarification and Follow-up

4. Engage in Self-Reflection

5. Make a Motivating Plan and Stick With It

Join over 60,000 readers!

Topics

Popular articles

7 crucial skills to adapt to the new future of work

1. Digital literacy

2. Customer relationship management

3. Influencing

4. Data-based decision making

5. Innovative thinking

6. A growth mindset

7. Relationship management

The importance of upskilling

Join over 60,000 readers!

Topics

Popular articles