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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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You vs your colleagues: How to handle internal promotions

Naren Sankar — Mon, 07 Aug 2023 16:16:13 +0000

You vs your colleagues: How to handle internal promotions Naren Sankar

When an opportunity for promotion arises at work, employees may be pitted against each other as they vie for the same chance. Regardless of whether you are friendly with those colleagues you’re competing against or if another peer has been there longer than you have and therefore seems to be the obvious choice, it’s realistic that the process can get uncomfortable, knowing that one of you will miss out.

In contrast, the other gets a shiny new opportunity, a title change and probably a pay rise to go with it.

Whether you’re the one who gets the job or the one who misses out, how you conduct yourself before, during and after the internal promotion process can have a long-lasting impact on team cohesion, employee engagement and how your colleagues and manager perceive you.

The many benefits of internal promotions

Employers often prefer to promote internally rather than pursue external hires because promoting internal candidates fosters a sense of loyalty and motivation among existing employees. Recognising and rewarding their hard work and dedication through promotions instils a sense of pride and encourages others to strive for advancement within the business.

Internal promotions result in a shorter learning curve and faster integration into the new role than external hiring. Internal talent is already familiar with the company culture, processes, and values, reducing the time required for training and adaptation.

Internal hires ensure continuity and stability within the business. Employers can maintain consistency in decision-making, knowledge transfer, employee development and succession planning by promoting employees who have already demonstrated their capabilities and understanding of the company’s operations.

Promoting internally also boosts employee morale and engagement. Successful internal promotions convey that growth and advancement opportunities exist within the organisation, motivating employees to perform at their best and invest in their career growth. Human resources departments are crucial in facilitating and overseeing your promotion journey.

Put your best foot forward for the promotion

Internal promotions at work can mean some awkwardness between yourself and colleagues, but it doesn’t mean you shouldn’t put your best foot forward when applying for the role. Firstly, do not compare yourself to your colleagues.

Also, avoid downplaying your capabilities or feeling like you can’t speak highly of yourself in front of your peers. If you want the role, ensure you focus on your key achievements and abilities and how you can demonstrate that you’re the right person for the promotion.

Like any other job interview, planning is key: make sure you have talking points prepared that showcase your contribution to the company and aptitude to take on the role and its responsibilities. Also, prepare some interview questions to understand better the next steps in the hiring process and anything else that will help you determine whether this opportunity is right for you.

If you get the promotion

Congratulations! The most important thing to remember now is to be gracious and sensitive to your co-workers’ potential sense of defeat. This doesn’t mean you should pity them or make a show of consoling them – that kind of attention will likely make them feel worse.

Depending on how close you are to the colleague passed over, you may want to reach out and offer your consolation. However, it would be best to be careful how you phrase this to avoid being condescending or insincere.

A good approach is to send an email to the entire team (after the announcement of your promotion has officially been made), thanking management for this new opportunity and acknowledging that you were up against strong competition in your colleagues – and that you’re looking forward to working together to achieve success.

If you miss out on internal promotions

As disappointing as it might be that you missed out, don’t let this affect your performance in your current role. Instead, use the opportunity to get a clear idea of the areas you need to work on and a fresh perspective to take the next step.

As with any interview process, it is completely reasonable to seek feedback on why you weren’t selected, and this can act as your ‘cheat sheet’ on the skills you need to build up or areas where you need to increase your experience to be a viable candidate next time around.

Then set a time to speak with your manager and discuss where there are opportunities for you to gain this additional experience. You might even be able to structure a promotion timeline to check whether you’re on the right path regularly.

There may not necessarily be immediate future growth opportunities within the framework of your current role or company. But this means you need to be extra proactive about internal promotion opportunities at specific times of the year. Otherwise, you may need to consider taking up a new job at another company if your current business cannot provide you with professional growth and your next career step within a reasonable period.

Importantly, try to feel genuinely happy for your colleague. This can be hard, understandably, so try asking yourself, ‘Is this something I could achieve too?’ In addition, your future promotion could put you in the same reporting line as your colleague who was successful this time around, which means it’s going to benefit you to have a good working relationship with them now; plus, they could be your biggest advocate if a spot opens up. They think of you as being the right fit.

Furthermore, you should still recognise your efforts, especially if you made it to the final two or three candidate shortlist. This achievement can be a great motivator and can stop any negative feelings from taking over, encouraging you to move on and focus on what’s important for you to work on right now to be successful the next time there’s an internal promotion.

Ready for your next career move? Check out these current job opportunities, or speak to one of our recruiters today.

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Michael Page

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get a promotion

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

You vs your colleagues: How to handle internal promotions

The many benefits of internal promotions

Put your best foot forward for the promotion

If you get the promotion

If you miss out on internal promotions

Join over 60,000 readers!

Topics

Popular articles